Luke Watkeys, Business Manager
Despite this importance, we continue to see a lot of organisations with ad-hoc staff induction processes, relying solely on staff just ‘working it out as they go’.
The first three months in post is so influential in forming the expectations that an employee has of your organisation. How engaged they are and their productivity will be strongly correlated to the way in which they were treated in the early phase of their career. In other words, if they aren’t happy after two months, it is much more likely they will remain so throughout their time with you.
Induction is an opportunity to familiarise new members of staff with your organisation and to introduce them to their immediate colleagues and other members of the wider workforce. It's also an ideal opportunity to familiarise new recruits with your organisation's policies.
Here are a few pointers to ensure a positive induction:
· Clearly identify the roles and responsibilities of the different players in the induction process, ensuring that they all have an opportunity to meet as soon as possible. These will include key contacts, senior managers, peers, mentors and buddies.
· Think about your induction process as a journey rather than a one-off event. It may be useful to consider the induction journey in terms of the first 3 days, first 3 weeks and first 3 months.
· Ensure that they know what is expected of them (performance objectives, competencies, development plans) and that they have the information they need to settle in well.
Having an effective induction can make a substantial difference on an employee’s performance and how long they want to work for an organisation. If you care about retaining and developing the talented staff you appoint a thorough induction is a must.