Invest In Your Induction Process And Reap The Rewards
15th Jul 2019 | Emily Fletcher
Employees are the lifeblood of all organisations, and their performance is vital to the success of every business. Happy, engaged, inspired and motivated team members drive productivity, innovation and corporate strategy forward, whereas a demoralised, ill-informed and poorly trained workforce will lower productivity levels and propel your company profits downwards.
Consequently, it seems obvious we need driven and creative people in our teams to steer the wheels of our business forward and to perform collectively like a well-oiled machine. It would be remiss, however, to assume that merely recruiting the right people is enough. It is not. Successful employees are created through training programmes and reward schemes, appropriate remuneration packages and a company culture that positively shapes the whole team from the bottom to the top. This process begins on day one – with the induction. The value of inductions is regularly under-estimated, yet they are fundamental to your recruit’s happiness and consequently, their performance.
The Wynhurst Group conducted a survey which showed 22% of staff turnover occurs within the first 45 days of employment. This is a huge waste of investment and time; massively increasing the average cost of recruiting a new team member. Low retention rates also negatively impact your business productivity and team morale. However, new employees who go through a well-structured induction programme are 58% more likely to be with the firm three years later. High retention rates create stability, as long-serving employees add greater value to your business through critical contribution. Given this, creating a high-quality induction process appears to be well worth the time and investment.
Showing your new team member around the office, introducing them to other personnel and whizzing them through their job description is not enough. In truth, it is inadequate. Inductions must be about championing your new team member and ensuring the entire process is personal to them and tailored to their specific needs. Someone fresh out of college or university will require more significant support and guidance than an experienced worker who comes to you after twenty years in the marketplace. A top-notch induction will:
- include a very warm welcome
- be personal
- provide clarity about their role, your expectations and the relevance of their position
- include health and safety and company policy (mission, current/future strategy, aims and objectives, ethos and values)
- personal development training plans (monthly, quarterly, yearly including any targets)
- practical elements (how things operate, where to find information, who everyone is and what they do)
- HR information (pay, pension, maternity/paternity benefits, holiday, sickness)
- include social information (where to eat lunch, car parking arrangements, work events, birthday clubs, tea/coffee fund)
It is important to note that an induction programme should not finish at 5pm on day one. While the first day in a new job is the time to create a great impression of yourself and your company, an induction process should be rolled out over several months and be aligned with your new starter’s personal training development programme.
Ensure your company launches new team members successfully by providing first-class induction programmes and training development systems. Treat the lifeblood, heart and soul of your business well from the get-go and reap the rewards for years to come.
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