Hiring a new member of your team can be time-consuming and costly – so you want them to settle in and start working productively as soon as possible. The solution is a well-thought out induction process that helps ensure that new hires feel comfortable in their new job and start working effectively as soon as possible.
Traditionally, employee induction was looked at as the time needed to fill out personnel records, show new employees the bathroom, introduce them to a few colleagues, and wish them well.
This whistle-stop tour of the office doesn’t work any more.
New team members expect, and deserve, more!
The most frequent complaints new people have about their induction experiences are that they are overwhelmed, are bored, or are left to sink or swim on their own.
The result is often a confused new employee who takes a long time to become productive, or becomes frustrated and quickly leaves the company.
An effective, carefully-planned new start induction will not only teach technical skills, but it will educate new team members about corporate values, the company's history, and provide valuable information about "who is who" in the organisation. Organisations that have good induction programs get new people up to speed faster, have better alignment between what new people do and what the organization needs them to do, have happier employees, and have lower staff turnover rates.
When you know the "why" of employee induction, it is much easier to design an effective program that will welcome new employees with sincerity. When you take the time and make the effort to deliver an effective induction you also convey the message that you are committed to employee development and to providing the training and resources needed to do a great job from the Day 1.
Tips for New Employee Induction
Consider key induction planning questions before implementing or revamping a current program. Important questions to ask are:
Ask for feedback from recent new employees. Find out what they thought about their induction process and make changes based on those recommendations.
Once you have a list of areas to cover, divide them up according to when they should be covered in the induction process: before the new employee starts, on Day 1, in Week 1, or in the first month.
One of the main points of an effective induction program is to give the new member of your team a great first impression of your company. This begins as soon as the offer letter of employment is sent. Make sure your letter sets out the expectations of the job and provides an open avenue of communication before the employee's first day.
New Starter Induction Checklist
Here are some ideas for the perfect induction:
Before they start
On Day 1
Checking Your Induction is Up to Scratch
The quality of your induction process significantly affects the rate at which your company can grow. If you can quickly train people, and keep hold of them once they're on board, you can grow your company quickly. If it takes a long time for people to become productive and you're continually losing key members of your team, you may find your business shrinking instead of growing. What's more, this will be an incredibly stressful, overworked time for those who are left!
An effective induction program – or the lack of one – will make a significant difference in how quickly a new employee becomes productive and feels part of the team. Good inductions take energy, time and commitment, however it usually pays off for the individual employee, the department, and the organisation. Make sure your new employees feel that they are valued and that you want them to come back the next day, and the day after that, and the day after that.
Jose joined New Frontiers in 2000 working a variety of roles from recruitment consultant to in-house recruiter and staff trainer and now General Manager. Jose has a wealth of travel industry experience having worked in travel for 8 years prior to joining New Frontiers with roles in retail and for a tour operator.