Posted by Andrew Morris on 24 October 2014
To create a successful induction for new employees, there are five essential parts to cover.
However, before you start thinking ‘big picture’, cover all the basics. These include providing new employees with building access from day one, setting up their desk and computer, and giving a site tour so they can make their way around independently.
1. Get to know the company
Start the day by giving new recruits a brief rundown of the business. How long has the company been in operation? How many staff members? What are the main business goals and competitive advantages? Who are the company’s key stakeholders or clients?
Give an up-to-date report of company news and projects, but keep the content interesting. You don’t want staff falling asleep within the first 30 minutes of induction.
2. Company culture
Talk about how the company treats its staff, outline values that the organisation fosters and describe any incentives given to achieve goals. Invite a current employee to talk about their experience within the company – encourage them to be honest and allow questions.
If the business features a separate service centre or manufacturing plant nearby, take new employees to visit. They can gain an appreciation of how the business functions and observe company culture at play.
3. Who’s who?
Introduce the leaders of the business and outline the reporting structure. Explain how the various departments of the business work and interact. Place key team members and stakeholders in front of new employees so they can describe their roles in the business.
Ask the same question of new staff members: who are they? Show that you’re interested in them as people. Give them an opportunity to explain their work history, background and goals. Ask which aspects of their job they predict will provide the most work satisfaction and why.
Whether this conversation occurs within the group or in private, what’s most important is that the ‘expectation’ conversation happens from the outset. First, explain what the company expects of its staff. Outline whether the focus is on achieving KPIs and sales targets, or if the objective is meeting longer-term goals that pertain to individual succession plans. Second, provide the timeline for performance reviews and advice on how staff can prepare.
5. Key policies, procedures and training
Advise timelines for training opportunities and system set-ups, and go through health and safety procedures. Organise for new staff to become established on the payroll system. It can be embarrassing for a new worker to complain about not being paid within the first pay cycle. This task is easy to do but often falls through the cracks.
What’s the takeaway message? At the end of induction day, staff should feel less ‘new’ and more comfortable as a team member. Make the employee feel self-reliant and empowered with enough information to begin their journey. They don’t want to feel dependent on a manager to hold their hand every step of the way. Give them the initiative to get started in the business, and you’ll quickly see how resourceful they are.
To retain high-performing staff, perfect your employee value proposition.