We are most motivated, energized, and want to make a good impression when we first join a company. Harness your new hire’s energy by using an effective induction program.
Induction is also known as onboarding, which as its name suggests, it's all about getting employees “on board” effectively. Make sure they can start doing the job you hired them to do as quickly as possible. Let them know who to go to for help. Show them how to use any tools they will need to use to do their job - at least at a basic level. Make sure they understand the language, including acronyms, that you use so they can communicate with you! Set general expectations around the standards and behaviours you expect to see demonstrated within your company. This includes setting expectations around the tasks you expect them to perform, and goals you expect them to attain over the first few days, weeks, and months, up until the end of any probationary period.
A consistent, structured induction process or program makes sure everyone who joins your company gets the same information. It makes sure nothing is forgotten. Small things that might seem second nature to you might be a great mystery to a new hire. Make sure you avoid any awkward “something important I may have forgotten to mention” conversations later!
Communicate relevant information about your specific products or operational processes to your new hires. Communicate health and safety requirements. These may be second nature to you and your current employees, but they may not be obvious to someone coming in from elsewhere. Don’t assume anything.
If you need to send a new hire on training courses, let them know what courses they need to attend. Tell them the time-frame for attending those courses. Explain to them what the purpose of each course is and what you expect them to learn.
If your company is small, you may only need some check lists to cover everything. For larger companies you’ll need checklists with additional process documents, presentations or training sessions. Creating a booklet that the new hire can keep to remind them of key things over the first few months is a great idea. Larger companies may have a full program with a number of key internal and external training classes, and time spent in various departments.
Your induction program will depend very much on your company. Documenting your process or program so it can be delivered consistently is key. That will ensure all new hires get the same experience. Making sure that it’s a positive experience, that will get them embedded quickly – is also vital.
Set reminders to periodically review your induction program in case you need to update it, add new items, or expand from checklists to something ‘bigger’. Your induction program will need to develop as your company develops