It’s the little things that make the difference and prevent some of those fears in the initial stages. Even before she started, we invited Helen to join us at our staff Christmas party which was a great way to get to know our small but perfectly formed team, in a social environment without the pressures of work. And now 8 weeks on it feels like she has been with us forever.
It wasn’t just luck that we found someone who was a good match for our team with the skills and knowledge we required as we do put a lot of time and effort into the recruitment process, starting with the well written advert, then onto the interview process in which Pro–Development’s vision and values where at the forefront as well as our client’s needs and requirements and we recruited with these in mind.
We always run an assessment event as part of our process which involved all the candidates working together and delivering a mock action plan for a business that had got issues keeping their best employees and asking each candidate to design an event to support employee development.
Helen is currently going through our comprehensive induction and learning the established processes and systems and we know she is really enjoying meeting new companies and getting “stuck in” to our experimental learning programmes, (axe throwing and fire walking last week at that was just in the office!).
As managers it’s important that from the off we make people feel welcome, valued and part of the team and a good induction process really helps with this. We know, from experience of working with our clients, that they can often lose their talent in the first few weeks due to a poor start or lack of induction.
Here’s some other ideas to include in an induction programme:
• Have plenty of communication before the person starts – send them a welcome gift or a picture of their desk showing you are ready for them
• Then, from day one, make sure their desk, computer and facilities are all ready
• Create an induction plan that includes Day 1, 2, 3, 4, 5, Week 2, 3, 4, Month 2, 3, 4, 5 and 6 (remember it usually takes at least 6 months for someone to be fully productive)
• Introduce key members of staff
• Make time to explain the organisations culture, way of working hours, lunch breaks etc
• Cover any legal requirements (Health and Safety)
• Introduction to terms and conditions (for example, holiday entitlement, how to make expense claims, etc.)
• Make plans to shadow established employees
• Provide a guided tour of the building
• Set-up of payroll details and any other requirements (for example P45 or P60)
• Plan in specific job-role training
• If possible, assign a buddy to every new starter
• Keep checking in with them regularly in the first few months
If you would like help with your employee engagement to ensure that both new starters and your existing team know you care and that they are happy, productive and engaged, please do get in touch. We can also help you design and run an assessment centre too to ensure you get the right person for the role and your company. To find out more call us on 01904 628838.