How can I Induct People Effectively?
Assess your Induction Processes
What is Induction?
Induction can be defined as the whole process where people are:
- Helped to become as effective as possible as quickly as possible in their role;
- Provided with the information required to keep themselves safe in your workplace;
- Given information that enables them to adjust and acclimatise to their jobs and working environments.
A good induction ensures new starters are retained, and then settled in quickly and happily to a productive role. The induction sets the tone of the relationship between employee and employer.
As good talent becomes harder to find and increasingly harder to retain, your internal processes for induction and integration - how you welcome these valuable newcomers to your business, becomes absolutely critical. While some businesses may try (even in this day and age) to rationalise a sink-or-swim philosophy with new people, most businesses cannot afford the internal and external impact (not to mention the costs) of people coming and going with frequency.
What are the Costs and Benefits of an Effective Induction?
Effective induction has been found to:
- Aid integration into the team and the organisation;
- Clarify expectations about jobs and enable to feel secure about what they should be doing;
- Increase productivity in employees;
- Increase morale for both employees and the areas in which they work;
- Help managers identify potential.
Poor induction has been shown to result in:
- People feeling isolated from the organisation;
- Low morale - people become disillusioned with the job and your business;
- Loss of productivity - people will take longer to learn the job and to become effective
- Failure to work to highest potential;
- Increased accident and injury rates;
It is therefore in everybody’s interest to get it right.
If people are well supported with clear information they will quickly get ‘up to speed’ and begin to make a real contribution to your business.
Who Should I Induct?
The following people should undergo an induction:
- New employees;
- Existing employees transferring between jobs;
- Contractors and subcontractors who are working on site;
- Regular visitors who will be unaccompanied on site;
- Trainees or persons on work experience.
How can I Make my New Employee Welcome?
Manage First Impressions
First impressions are critical. Design an induction program that gives information at the moment it is needed -- when they arrive. Remember to introduce the business to the employees and the employees to the business.
A simple memo welcoming new employees and sharing pertinent details (where they came from, what they do, their credentials, new office location, etc.) distributed on the day of their arrival can do wonders. Suddenly everyone in the business knows enough to say hello and welcome.
Give Them Support -- Before They Ask
Anticipate their needs and plan to meet those needs.
Make Them Feel ValuedWhen you provide quality inductions, people not only get the skills they need, they get the clear message that the business cares about their development and is investing in them as individuals.
Provide an Immersion ExperienceInduction systems that steep the newcomer in the personalities and culture of their new employer build career-long relationships that support success in their new environment. Think bonding. Think teamwork. Take an active interest in the members of their family. Get significant others involved in any functions.
Communicate, Communicate, Communicate
Internal communication is critical for a myriad of reasons. Studies show that firms that take internal communications seriously, tend to do a far better job of retention.
What should an Induction Contain?
Generally, inductions should contain the following information:
- Welcome into team
- Tour of site and facilities
- Introduction to your organisation and it's aims and values - "how we work around here"
- Overview of employment conditions e.g. pay, leave, code of conduct etc.
- Overview of safety policies and procedures
- Overview of emergency procedures
- Allocation and care of Personal Protective Equipment, Tools etc.
What makes an Effective Induction?
Induction training is more than skills training. It's about the basics that seasoned employees all take for granted:
- What the shifts are;
- Where the notice-board is;
- What's the routine for holidays, sickness;
- Where's the canteen;
- What's the dress code;
- Where the toilets are.
New employees also need to understand:
- The organisation's mission, goals, values and philosophy;
- Personnel practices;
- Health and safety rules;
- The job they're required to do, with clear methods, timescales and expectations.
If all you remember is that your new person is a human being, with all the associated wants and needs, you will do well. No matter how senior, a new person will have concerns about fitting in or their ability to do the job, worry about getting lost or looking stupid. Some tips for ensuring your induction is effective are:
- Show the location of food, drink and bathrooms as a top priority.
- Tell existing employees about the new person, and encourage them to stop by and say hello.
- Provide an organisation chart and office seating plan, to help make sense of the blur of people, names and departments.
- Have all security and passes ready and waiting.
- Advance book next 6 months review, team and other regular meetings.
- Have a trusted team member explain the unwritten rules and subtleties of office politics.
With thought and a small amount of prior organisation, you can get the relationship off to a flying start by using an effective staff induction plan.
Get in Touch with Jump
If you need help, or you answered no or unsure to any of the questions in the assessment tool, then Jump Business Solutions can help you. Phone us on +64 6 754 8987 or +64 27 450 5271 or email firstname.lastname@example.org and Jump will come to you, discover your needs, and develop a solution that will create real, long-term and positive change for you and your business.
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