Article 5 min read
An Induction process allows for your new recruit to adjust and settle into their new role and your business, its culture and values helping to create a positive experience.
A new recruit needs to understand the business, the people and what is expected of them in their role, an effective induction will have multiple integrated elements.
Sharing information about the business helps provide the new employee with a sense of connection and where their role fits within the business. This can support motivation and productivity as well as retention.
The components of an induction programme will vary depending on your business and its size however some key areas are common across the board and fall into the following categories:
· Prior to Start Date
o Any specific joining instructions
o Completion of New Starter forms, this allows internal systems to be populated ready for start e.g. payroll, HR etc.
· Health and Safety
o Fire Evacuation Plan and Muster Point
o First Aid and Accident Reporting
o Health and Safety Notice Board
· Workplace Compliance
o Security Procedures e.g. sign-in/out
o Training
§ Data Protection
§ Anti Bribery
§ Modern Slavery
§ Anti-Bullying and Anti-Harrasment
· The Work Place
Guided tour to include:
o Kitchen/Canteen
o Toilets
o First Aid Point
o Accident Book
o Muster Point
· IT
o Issue of any IT related tools (computer / mobile phone / security pass etc.)
o Information related to business systems and telephony
· Business Information
o Background to business
o Products and Services
o Organisational Chart
o Quality Systems
· Culture and Values
o Mission Statement
o Business values
o Employer Brand
· Their Employment
o Payment and date
o Working hours, including any flexible hours/arrangements
o Benefits
o Pension Scheme
o Expenses and how these are claimed
o How to book holidays
o What to do when you are sick or injured
o Staff Handbook – where located and what information is contained (reference to)
§ Discipline and Grievance procedures
§ Equality, Diversity and Inclusion
§ Health and Wellbeing
§ Performance Management
§ Statutory Policies
o Probationary Period – how this works, what can they expect
· Information Specific to their role
o Review of job description to ensure clear and unambiguous understanding of that is expected
o Share how this role fits within the business
o Introduction to team/colleagues
An effective induction programme will allow your new employee to be in a position quickly where they are performing to a high standard.
Some hints and tips to help a new employee learn about the role that they have been employed in and reach expectations:
- Support them to understand what is required, they will need to understand about key tasks and deliverables. This is where a well written job description will support both the business and the employee.
- Ensure that they fully understand where the role sits within the business and how it supports the mission and vision of the business. For a new employee understanding why they are being asked to carry out certain tasks can have a big impact on their motivation an productivity.
- Ensure that they know who they need to work with to perform their role and where they can get support and assistance.
- Upskill the new employee depending on what they need to know to allow them to perform well.
- Make sure that the new employee gets to do some actual work whilst learning, this will allow them to put into practice what they have learned/observed as well as being more motivational.
- It is important that the new employee has a voice and can input into how their job is performed, having control over how a job is performed is important for mental wellbeing.
- Being open to listening to new employees and giving them the opportunity to use their initiative and suggest changes may lead to improvements and efficiencies.
- If setting your new employee any performance standards to be met, ensure that these are SMART:
o Specific – have defined specific goals to be achieved
o Measurable – have a quantitative value to allow objective monitoring and evaluation
o Attainable – these must be realistic and achievable
o Relevant – must be pertinent to the requirement of the job
o Time Based – provide a target date for delivery objectives