Starting a new job is exciting, but it can also be a demanding and stressful experience. Learning the ropes of a new role, tackling new tasks, meeting new colleagues, operating in a new environment; it’s hardly surprising that many people really struggle in the first few weeks in a new company.
An effective induction programme can really help to alleviate some of the stress involved. First impressions count and making a new employee feel at home and getting them up to speed in their new role, so that they can start to contribute effectively as soon as possible, will lay the foundations for a successful long-term relationship.
An induction programme should be tailored to meet the needs of the individual and it should be appropriate to the job for which they have been employed. It should take into account their background and experience and any training requirements. The induction should include a checklist to cover tasks to be undertaken prior to the employee starting, such as ensuring that they have a properly equipped work station and key elements which need to be covered in an induction on the first day, in the first week and the first month.
There are elements common to all inductions regardless of the level which the new employee will be working at:
- Physical and organisational orientation - describing where the facilities are
and showing how the employee fits into the team.
- Health and safety information - this is a legal requirement.
- Explanation of employment terms and conditions and codes of conduct.
- Details of the organisation's history, its products and services, its culture and values.
- A clear outline of the job/role requirements.
Some organisations operate a ‘buddy’ system, whereby a specific person is assigned to the new starter, so that they have someone whom they can approach with basic questions, not role specific, on the functions and processes of the business.
It’s worth remembering that whilst an employee is on probationary period it’s also a final opportunity to ensure that all personal and professional references have been taken up and that copies of all relevant professional certificates are on file.
At the end of the induction period, give the employee an opportunity to feed back on the process. This can be an invaluable way of ensuring that the programme is meeting employees’ needs and a good basis for appraisal.
And finally, don’t forget that induction programmes aren’t just for new starters, but also for employees who’ve been promoted and those returning to work after a period of extended absence, such as maternity leave. They too may need a little bit of support locating where the tea has been moved to!
For further information, contact Cliff Sewell or Ben Sequerra at Sewell Moorhouse – an independent and specialist accounting, financial and administrative recruitment consultancy, based in Sheffield, Doncaster and Leeds.
WHERE'S THE TEA KEPT?