The most important day in an employee’s work life is the day they start work.
They will never be more enthusiastic about your organisation than they are that first day. So it’s important to channel that energy and use it to integrate them swiftly into the business.
The best way to do that is by creating an effective induction program and here, we share five tips that will help you do just that:
Build a Plan
Decide what you want to cover and how long you want their induction to take. This will depend on both the complexity of the job and the background of the new employee, so tailor the plan to the individual’s needs. Think about what you will need to do to ensure your new starter feels that they have been set up for success as quickly as possible.
Jot down all the key points that they need to know and ensure to communicate them clearly throughout the first week or two of their joining. Make sure that they are not bombarded with facts that are irrelevant to them in their induction.
You can event start the Induction process prior to their first day by making email contact the week prior to their start date.
Get the basics right!
It may sound obvious but small things matter. So, ensure your new employee’s workspace is well set up and that they have their login details, email address and security access organised. Be sure to prepare the team for their arrival so everyone is aware that they are joining that day and will help you to make them feel welcome. Demonstrate that you and your team have looked forward to their arrival.
On the first day, conduct a tour of the building, have them complete all necessary paperwork and talk through considerations such as company culture, work hours, dress codes and pay periods.
New starters will need guidance on how to best perform their role and fit into the team culture. Encourage questions and schedule regular catch ups to demonstrate your interest in their progress and provide an opportunity for them to ask these questions. After the initial staff induction period, their questions will develop and mature, so be sure to remain accessible through scheduled and ad hoc meetings to help them progress in their role.
Set up key relationships
Make them feel welcome. It is important that senior members of staff make the effort to take time out of a busy schedule to welcome them. Wherever possible set up a “buddy” system; on the job coaching is an invaluable part of integrating new starters into the business. To ensure this relationship is set up to succeed, make sure the buddies are happy to take on the role, and that they are trained and motivated to coach effectively.
Ask for feedback
Don’t underestimate the benefit of having someone see things with a fresh pair of eyes! You have hired this person for a reason and so no doubt you will respect their point of view, so ask for it! A new joiner, regardless of level, might have valuable insights into how things can be done differently or more efficiently. Listen to their feedback if they’re prepared to give it and put it into action if you think their ideas hold merit.
Also, make sure you ask them if they feel they have been given the opportunity to perform the job they have been hired to do. Of course it is also great if they have had an enjoyable first week, but the key question to ask is whether they feel they have truly been given the opportunity to thrive and succeed.