Employee Induction - Is it achieving all it could? | Green Shoots Learning offering blended learning & development Ipswich
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Employee Induction - Is it achieving all it could?

March 5, 2019

I recently visited a long standing client and we were chatting about new staff and I asked whether they had revisited their induction process. To which I received comments like "well sort of", "we have one", but was it really achieving all that it could?  This got me thinking.....

 

If I were to ask what your businesses induction process was like, what would you say?

 

It’s great, new employees have a full schedule which takes them through all our key process and they meet all the key people; it’s work in progress, we have a check list that someone goes through with the new employee but it is a bit hit and miss; Induction, hmm what’s that? They learn on the job and pick things up as they go.

 

According to ACAS most labour turnover is among new employees, so having a well thought out induction programme is a good opportunity to create a great first impression, both for the business and the new employee as well as increasing the likelihood of the employee staying with you long term.

 

 

 

With the cost of recruitment high and with a national skills shortage, it is essential that when you find the right employee,  they stay with you.  You don’t want to be re-recruiting at the end of the probation period, as the person has left because they didn’t feel valued, didn’t understand where the business was going or what was really involved in their role.

 

Everyone want’s a new employee to be ‘up and running’ as quickly as possible, and I totally agree. However, we need to appreciate that unless they are telepathic, they are not going to know, all that they need to know immediately.

 

We need to make them productive as quickly as possible.  So creating an induction programme, is not only great from a tick box point of view, in terms of covering all of the compliance topics, but it is also extremely helpful in getting someone up to speed and being productive in a shorter timescale.

 

For those of you, that answered yes to the first question, have you ever considered how much it actually costs to run a face to face induction programme?  We pull in our senior people and have them go through the same information that they went through only 3 weeks before.  Could there be a more cost effective way to deliver a worth-while induction?

 

What about supplying new employees with an information pack or training materials before their first day?  Could it be sent out with their offer letter and start date?  What about introducing new starters to their colleagues via Facebook or ask them to start following the company on Twitter, to help them understand the culture and ethos of the business?   Could your business use a learning management system with in-house e-learning to take employees through the fundamental business processes and procedures?

 

There is still a place for face to face meetings, in the induction programme (or onboarding programming as it is becoming known as).  Having the CEO meet all new employees once every 3 months is a great use of time and a brilliant way to integrate new employees from different sections of the business.

 

If you incorporate these points into an induction programme, it means that on the first day in the office, they can spend it building relationships with colleagues, having worthwhile coaching with the line manager or supervisor, finding their way around the office, setting up the basics on their system.   Not sitting through a death by PowerPoint presentation and suffering information overload.

 

If a business went with a blended learning approach to induction it could save money, save time, increase productivity and decrease risks associated to the business.

 

What topics could be covered via a learning management system or e-learning either pre-first day or post-first day?

  • Relevant Health and Safety

  • Basic HR processes – holiday booking | sickness | performance management

  • Security information

  • Materials from your Staff Handbook or Company Handbook e.g. equality and diversity policies

  • Overview of the business, its goals, company ethos, company values, message from CEO

  • Generic business-wide IT system guides e.g. intranet, use of email

  • Generic business-wide equipment usage guides e.g. phones, photocopiers

  • Learning and development opportunities and in-house courses

It is suggested that a business has 90 days to convince a new starter that they have made the right decision in working for them, and to capitalise on their enthusiasm.   Bombarding a new employee with all of the content mentioned above, will undoubtedly cause information overload and disengage them from the business. 

 

However, if the content is provided in bite size chunks, in a well structured order, they can build up their knowledge whilst carrying out their role and working with their manager or supervisor.  This creates a great opportunity for dialogue between the employee their manager and for the manager to check understanding.

 

According to The CIPD’s 2017 Resourcing and talent planning survey, of the two fifths of organisations that are undertaking specific retention initiatives, just over half of these are improving their induction process as part of this.  

 

Induction has such a huge impact on the success of a new employee. So help your new starters be productive, motivated and engaged members of your business for years to come.  Implement a well thought out, blended on-boarding programme for 2019. 

 

If you don't have the in-house resources to achieve this, we can work with you to design and build a induction programme that works for your business and it's new employees.  Book your free 1 hour meeting today to find out more.

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