How Induction Program can be made useful for new Joinees

  • Created Date01 May, 2018
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How Induction Program can be made useful for new Joinees

Your employee induction process is often what makes or breaks an employee’s experience at a company. A great induction or onboarding experience helps settle your new employee in, and avoid workplace issues in the future.

A successful employee induction process sets up an employee for a great experience with your company; however, if this process does not go so well, it is more likely your new employee will have a difficult time at your company, perhaps even resigning down the track.

For this reason, employee onboarding should be taken quite seriously. You need to quickly determine what you can do to maximise the likelihood that an employee will be successful with the company and then focus your induction on these activities.

Here are tips to make it great!

Prepare an induction checklist

A Checklist that covers the basics of your employee induction proves, For example, you can include items such as;

  • Introduction to team leader or direct manager
  • Company Mission /Vision
  • Performance standards and expectations of the new employee
  • Office/work times
  • Introduction to team members
  • Team roles and responsibilities
  • Organisational chart
  • Provide details (phone numbers, email and Skype addresses) of all of her key contacts, including the number of the IT helpdesk!
  • The layout of office( Guiding them on the utilities available in the office premises viz. Washroom, Pantry, Coffee Dispensing machines, Conference Room, Lunch Area.
  • Security issues and access to the office
  • Safety procedures

·         Assign a ‘buddy’ system where the new employee can go, to seek advice and assistance. This person may be able to offer ‘on the job’ coaching to fast-track the new employee’s development

Make them feel welcome

There are a number of activities you can do, besides the usual ‘walk around and introduce them to everyone’. For example;

  • Get the team together and go around in the group and ask each individual to tell everyone something unique about themselves.
  • Get everyone to sign a ‘welcome to the team’ card.
  • Enjoy a team lunch on their first day
  • Post a welcome note on your company social media accounts.

Have a job description

A job description doesn’t need to be long and academic. It can contain the basic highlights as ;

  • Role title
  • Last updated
  • Authored by
  • Position statement (literally a few paragraphs)
  • Key tasks (normally a list of dot points)
  • Role requirements (more dot points)

Follow up regularly

Don’t just complete your first week's induction and leave it! Schedule a face to face with the new employee after a few weeks, and find out what is going on with them, what challenges they have found integrating with your team, etc.

It is vital in those early days that you are easily accessible by any new employee, so they can learn and understand your expectations and vision for the team.

Ask your new employee for feedback

The best way to improve your employee induction process is to ask your recent hires about their experiences. For example, these three questions normally yield some good answers;

  • What is something you wish we had explained better in the first week?
  • What’s one piece of advice you would give to the next person who is hired?
  • How could we have done a better job of your induction? What could be improved?

This gives you great feedback to consider and include in your future inductions, as your team grows.

Summary

New employees need to feel at home and become as productive as possible in the shortest amount of time. A little effort from management and some planning around your employee induction process can reap the rewards for everyone, quickly.

The nine points we raised, again are;

  • Prepare an induction checklist
  • Make them feel welcome
  • Have a job description
  • Encourage your whole team to be involved
  • Discuss your company values and vision
  • Encourage social interaction with your team
  • Outline your expectations clearly
  • Look for creative ways to welcome your new hire
  • Follow up regularly
  • Ask your new employee for feedback

All the best with your next hire, and congratulations for growing the team!

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