Induction Tips for Employers
Induction Tips for Employers.
Research has supported the idea that induction procedures can have a dramatic effect on job performance and satisfaction, organisational commitment, and retention. The faster you get new employees up to speed the happier they are, the more productive they are, and therefore the happier you will be.
Why is the Induction of New Employees so important?
Goals of Great Orientation Programs.
Most orientation programs entail little more than some quick introductions and putting a disk in the DVD player or directing your new employee to a video file. But if you really want to do a great induction process you must first understand its goals and potential impacts. Some of them include:
Time to productivity. Any delay in providing new employees with the guidance, equipment and training they need can slow the time it takes for them to reach their minimum expected level of productivity. Each day of delay can frustrate the employee and may also mean the loss of thousands of dollars in revenue if product development or sales are impacted.
Competitive intelligence. By asking new hires about the best practices of their last firm, their new managers can gather some new benchmark ideas.Your image as "the best place to work." New hires will get many calls from their friends, past clients and previous work colleagues during the first week on the job. How they are treated during this crucial period has a direct impact on what they say when asked "What it is like to work there?” If they say positive things about your firm and their new job, it might mean that their friends will also want to join your firm. Negative comments can also impact the overall image of the firm and even future product sales.
Setting management expectations. On the first day, it is important for the manager to make sure that the new employee knows the managers expectations, the departmental goals and what important contributions the employee can make to the product and the firm.
Understanding the employee's expectations. It is equally important for the manager to find out what expectations the new employee has in the areas of training, promotion and preferred management and communication styles.
Explaining the employee's "shared responsibility." It is important to educate each employee that they share in the responsibility of making themselves productive members of the team. This can begin by communicating to the new employee that they must take a proactive role in "helping" their manager understand what it is that motivates and frustrates them.
Reinforce their decision. A manager needs to reinforce the sale by “Wowing” the new employee and reinforcing their decision to take the job. You also need to answer their questions, eliminate their fears and give them something to tell their friends.
Helping the Employee Understand the Big Picture.
Making a New Employee Part of the Team.
1. Have their business cards printed
2. Send their uniforms to them before they start.
3. If they have a vehicle as part of their package make sure it is clean, full of fuel and ready to take at the end of their first day.
4. They should have the tools necessary for their position i.e. a desk, computer/laptop, email address, company stationery etc.
Develop Plans and Goals for the New Employee.
Anticipating and Answering Their Questions.
Celebration Tools for Making the New Hire Feel Welcome.
Managers should consider using one or more of the following “celebration tools” to raise the enthusiasm of and for the new hire:
Things to Avoid.
Additional Assimilation and Orientation Tools.
B Series Recruitment Pty Ltd
Level 12, 97 Creek Street, Brisbane, QLD 4000
PO Box 10139, Brisbane, QLD 4000
Ballantyne Recruitment(07) 3839 9000