The induction process for your business will be different to the induction processes for other businesses. It’s extremely subjective to your business, your company culture, your vision and your mission. While the idea is the same, the induction process will differ.
The main aim of an induction process is to introduce new employees into your business. This includes an introduction into their job role, their key responsibilities and their team. When planning your induction process, you should also include how you will monitor the new employees work and how their performance will be assessed.
The parts that most businesses remember when it comes to inductions are the practical parts. Such as showing them their desk, meeting the team and taking them round the building. However, if that is all you are doing when it comes to inducting new employees -then you need our help with planning your induction process.
What To Include When Planning Your Induction Process
Make sure you take your new employee around the office. Include things like where they can park their car and the best way to get into the building, if there is more than one entrance. While it is important to be clear on fire exits and such like, there are other things to remember too. Tell your new employee where they can put their coat, store their lunch, grab a cuppa or where they can sit on their lunchbreak. Help your new employees become comfortable in their workplace.
- Health and Safety
It is a legal requirement that you provide employees with the information they need to carry out their work safely. This should include things like your health and safety policy as well as fire alarm procedures. Think about any specific policies you have in place for set jobs too. For example, in a warehouse you may have rules of which machines can be used, or a baker may need kitchen and food safety training.
- Your Company
It’s important that you take the time to tell your new employees about your business. Give them an overview of the business, it’s history and the structure. Introduce them to key people within the company that they will work with or report to. Make sure you also explain the company vision, values and mission so you can ensure your new team member knows what the goals of the business are. Talk about the company culture and how they fit with that too.
- Job Requirements
While you need to tell your new employee about their job role and responsibilities, you need to talk about the other parts of the business too. There will be departments that they will need to work closely with, so tell your new employee about those. It’s also a good idea to talk about the departments and what they do, so they understand the business and how all of the departments work together. This is a good chance to talk about how the new employee fits within the business too. Take the time to explain what their role is, what you expect of them, any probationary measures they are working within and the terms of their employment.
This is your chance to take the new employee induction to the next level. Think about the new things your employee will need. These will include things like a computer, a desk and a chair for example. Now think about how this can be taken to the next level. How about a personalised notepad, branded pens, a pot plant or a similar ‘nice touch’? Make sure they are set up to go as well. If they need access to emails or special software, make sure this is set up ready for them, before they arrive.
- Perks and Benefits
If you have company perks and benefits, then tell your employees this in their induction process. This could be dress-down Friday, free breakfast on Mondays, gym memberships, monthly team outings and more. Doing this towards the end of the day can leave your new colleague skipping out the office and excited to be working for you.
What To Be Aware Of When Planning Your Induction Process
- Not Too Much
Make sure you don’t squeeze too much in as it will be forgotten. If you have a smaller business, you may choose to induct a new employee over a few days. However, bigger businesses need to think about giving new employees the information they need – but not so much so that it overwhelms them. Carefully plan out what they will see each day, and make sure the important tour of the office is on the first day, so they know where to eat their lunch, grab a cup of tea or go to the toilet.
- No Negativity
If a fellow colleague is going through a bad time at the moment or has a lot on, try not to sit your new employee near them. The saying goes that you are most like those that you spend the most amount of time with. Sit your new employees with people that will influence and inspire them to be the best they can.
- Don’t Keep It The Same
Different workers will need different inductions. The apprentice, entry level worker and high-level management employee will need different inductions. Make sure you pitch the induction at the right level. Also think about the employee background. If they haven’t worked in an office before, they may need more guidance than others.
- All For One
Make sure it isn’t an ‘all for one and one for all’ approach. Get your HR team involved in planning your induction process. Ask the business owner and team leaders to be involved in the planning of the induction process too. Consider having the new employees future team members and colleagues involved in the induction process, as well as other new employees so you can gain their feedback and thoughts.
When you run your own business, you are sometimes so involved it’s hard to see the business from a new employee’s point of view. If you would like help creating and planning your induction process, why not give our team a call. We can come as an outsider to your business to create the perfect induction process that will help retain your new talent.