When employees play a vital role in the performance of your business it makes sense to get off to a good start by offering a well-considered staff induction programme.
Most new recruits will be nervous about starting a new job and want to get it right. That’s why it is an excellent time to invest in staff induction about their new role and your business. Whether you call it onboarding, orientation or simply training, employee induction will set them on the right path, right from the outset.
Many staff unhappy at a company will leave within the first six months (CIPD). The cost of hiring staff can be high so employers should do their best to retain them. While bad news for any business, staff turnover impacts disproportionately highly on SMEs. Evidence shows that certain SMEs in particular have high levels of staff turnover, e.g. hospitality, cleaning, retail and construction.
Staff induction should be an important first item in your human resources tool-kit. It’s a chance to secure good employee engagement which is crucial to getting better results from your workforce.
Here are some practical ideas for designing your own staff induction checklist:
- Connect with your new employee before they start, offer them information about where they will be working, parking or cycling facilities and lunchtime options. You can also include information about your company and any terms and conditions.
- Once they’ve started give them a physical orientation showing them where everything is and then a structural guide indicating how they fit into your company’s set-up.
- Enthuse new starters about the business’s culture and history, inform them about your products and services. If recruiting a number of new staff at the same time, then try to arrange for a senior member of management to talk to new recruits to inspire them about the company’s vision and aims.
- Time should be spent on the new employee’s role and the job requirements giving a clear outline of what it expected. Give ample opportunity for the new starter to ask questions. Be positive and constructive about points raised.
- Ensure that new recruits know about company rules and especially about HR procedures such as requesting holiday or informing their manager about being sick or late.
- Fulfill any legal requirements from your sector about what your staff need to know e.g. Health & Safety legislation
- Share information about employee development opportunities. It may seem early but it’s important to engage new staff about progression through learning and development.
- Give information about any social amenities and company events.
- Give them a Welcome Pack about the company which can include much of the staff induction information given – it can be a lot to take in!
- As direct supervisors will be taking the major responsibility for induction, ensure that they are properly trained for this role. They should follow up at regular intervals on the initial staff induction to make sure the employee is settling in well. Give managers and supervisors the tools to remind them about staff induction follow ups.
There is overwhelming evidence about the huge benefits of inducting new staff properly. The greater understanding of their own role and the company leads to greater levels of commitment from employees. For employers this means better employee performance, reduced staff turnover and ultimately, better productivity.
A well-designed employee induction programme is an essential part of good HR management. The Chronologic Workforce Management System helps businesses bring together their HR information making it easier for managers to manage and keep new recruits on board.