New beginnings … to encourage growth

There’s your desk, there’s the kettle, don’t use Colin’s mug. Welcome aboard.

Here’s the definition of Induction: ‘The process of introducing and integrating new employees into an organisation’.  Interestingly, it turns out not to be the process of kick-starting the birth of a baby – we live and we learn!

Induction is a critical stage in the life cycle of your new people, as it sets the tone for the rest of their time with your company. It is also something that can be hard to do well and often comes up as an area that needs improving when we run employee engagement surveys.

Thankfully, most of us have got beyond the level of: “The bins are emptied on a Wednesday, the fire exit’s over there, Cas’ll be in touch with your log-in details”, although we do still see the words “baptism of fire” in our employee engagement surveys, and many still struggle to formalise a process that, when done well, helps new employees feel welcome, informed, and motivated to contribute to your company’s goals.

Here are some key steps from the Pro-Development vaults that can help you to successfully draw people into your organisation:

1. Plan ahead:
A well-designed induction program takes time to plan. It should start before the new person’s first day and include details such as what information they need to know, who will be involved, and what resources will be required. Have you ever considered sending them a gift before they join?  Or a photograph of their desk all set up ready for them?

2. Communicate expectations:
Clarify the job description, responsibilities, and performance expectations. Explain how their role fits into the larger organisational structure and what their impact will be on the company’s success.

3. Provide training:
Ensure that new employees receive the training they need to be successful in their role. This can include technical skills, company policies and procedures, and information about the company culture.

4. Introduce the company culture:
It’s important to help new employees understand the company vision, values, and culture. If you haven’t already, read Helen’s blog from last week where she shares how important the company values are in recruiting the right person. Make sure they know the history of the business, where it came from and how got it to where it is today.

5. Meet the Team:
Provide them with opportunities to meet and interact with other employees, so they can see how the company operates and what’s expected of them.

6. Provide support:
New members of the team may feel overwhelmed and unsure of themselves during the first few weeks on the job. Make sure they know who to go to if they have questions or concerns and check in with them regularly to see how they’re doing.

7. Celebrate success:
As the new team member begins to make progress and contribute to the company’s success, celebrate their achievements. Recognition can help build their confidence and motivation to continue to perform at a high level.

Pro-Development can help you through many of these stages; we can help you clarify your company vision and values, we offer from one-day all the way up to seven-month leadership training programmes, or we can run a company-wide employee engagement survey to really see how valued your staff feel. Do get in touch if you would like to discuss any training areas you are interested in.

Above all, remember; an effective induction program helps new people feel welcomed and confident in their new role, which in turn leads to higher job satisfaction and retention rates. And the good news is, most times, there are no babies involved 😊