The word ‘induction’ sounds a little harsh and bureaucratic, but it needn’t be like that at all!
The idea is to offer a friendly introduction – all the basic training and orientation necessary
to make newcomers feel part of the team and that they’ve made the right choice in joining
your company.
The process should last anywhere from a few days to three months, equipping every new
staff member with a detailed overview of the company’s structure, its philosophy and
history, main customers and markets, and its products or services.
In addition, it should give the new employee knowledge of such things as the company’s
health and safety procedures, its disciplinary code and expectations, holiday and sickness
arrangements, training and development opportunities, its clubs and societies.
On a personal level, the newcomer should receive informal briefings on how they fit into
the overall picture, and should have their basic training programme explained to them –
including details of how their performance will be monitored during their probationary
period, and who to turn to for help and advice.
Initial training should concentrate on making the new starter competent (and confident) at
the tasks they’ll be tackling, explaining their duties in depth – with one-on-one instruction
and hands-on demonstrations.
Production workers and technical staff should be shown how to use any tools and
machinery carefully and efficiently, how to use safety equipment and protective clothing,
and be instructed in the correct safe handling and storing of any materials or possibly
hazardous substances.
More personal things you can do as a boss to help newcomers feel welcome include fixing
up a security pass, setting up any necessary e-mail account or password, sorting out any
appropriate car parking, and arranging a desk and storage space for the newcomer to use.
It’s off-putting for an individual to start a new job and find that the phone, the headset, or
the computer they’ve been assigned doesn’t work – so always check these. Also arrange for
desk drawers or cupboards to be empty and clean.
Order any necessary stationery or name badge, and if you are employing someone in a
technical department order any tools or working gear they may need. It’s vital that you
have any protective clothing in place ahead of time and you have a locker provided for
keeping it stored safely and without damage.
As well as these housekeeping duties, there are other items you can prepare. Put together
an information pack, including a copy of the latest company newsletter. An important
element of the welcome pack should be information explaining the company’s ethos and
core values. If you have a company mission statement include a copy.
Also, while preparing the info pack, give some thought to straightforward tasks or activities
your new starter may be able to carry out unsupervised during their first week so they feel
like part of the team.
Make sure you’ve advised colleagues of the new staff member’s name, role and starting
date and appoint one member of the team to be a ‘buddy’ to the newcomer, taking them
under their wing. The strangeness of a new workplace is less stressful if the individual has a
guide looking out for them. Choose someone who is level headed, friendly, and patient –
and has a positive attitude towards the company!
You’ve spent plenty of time, and probably money, recruiting the right person. Following the
suggestions above will ensure that they become a productive member of your team much
faster! And if you feel you need further information, why not consider our course Employing
