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Starting a new job is one of the most challenging few experiences in life. While we can encounter are events filled with physical concerns – sky diving, bungee jumping, mountain biking – starting a new job brings a different set of concerns. The anxiety of fitting in, concern at having made the right choice, the uncertainty of the unknown and fear of not meeting new standards. It’s those thoughts which fill the minds of new employees the night before they start a new job.
It is an equal mixture of excitement and uncertainty for employers too. While someone may have impressed in interviews and assessments, now is when you will find out if they are really up to scratch. Realistically, new employees don’t ‘hit the ground running’ on day one. There is just too much they don’t know to allow them to be 100% productive. To a certain extent, you wouldn’t want them rushing into new tasks or suggesting changes until they took the time to understand the culture, history and people of their new organisation.
That being said, you do want to close the gap between day one and ‘100% productive’. You are making an investment in each new employee, and the faster they can integrate into the organisation, the quicker they can show a return on their investment. The speed of this process – your induction process – is very much within your control.
- Online induction training brings consistency to all employees in all locations. As you create your induction training, in any format, it is best to consider its delivery across your entire organisation – not just for new employees. Great induction training should be available regardless of position, employment time, division or location. Rolling out induction training across your organisation helps create consistency.
- Online induction training creates common standards across teams. Certainly, each team or division will require specialised induction training (something which Tribal Habits excels at via our Creator toolset). However, induction training also involves training on standards which apply across the entire organisation. These standards drive common behaviours and set common values – they build your culture. These standards also include behavioural and safety topics. These are concepts which benefit every employee and help your organisation avoid bad behaviours from the start.
- Online induction training reduces administration time, effort and cost. If you are in charge of managing new employee induction, then you will know how much energy is required to implement successful induction processes. This same administration burden applies to on-going training, but the issue is magnified for induction training. Once again, online induction training can address these issues.
Learn more in this complete article on online induction training.
One of the hardest parts of employee induction is integrating them into a team. Teamwork is a critical element for overall success for new employees, but employee induction often overlooks this issue.
Employee induction often focuses on the new employee in isolation. They learn facts, processes, locations and tasks. Most employees will not work in isolation. They will form part of a team or, at the very least, work with other people or impact the tasks of other staff.
The faster new employees integrate into a team, the better their induction process goes. In particular, improved teamwork helps the new employee pick up best practices and tips from other employees. It accelerates their employee induction process. So let’s consider four practical tips to specifically build employee induction teamwork.
- Introduce the new team to the new employee. Your existing staff may be curious about your new employee. So give your team an introduction to their new team member well before the new employee starts. Then remind the team again a couple of days ahead of the start date.
- Introduce the new employee to their team. Changing jobs isn’t easy. As new employees wait for their start date to come around, they may have questions or anxieties building in their mind. This is where a welcome pack, provided in advance of day one, can go a long way. A welcome pack also helps reaffirm that they made the right decision.
- Focus on team relationships. The key to your new employee’s success will be how well they integrate into their new team and understand your organisation’s culture. The early days of your induction program should, therefore, provide an overview of how your organisation works, including the values, behaviours and attitudes that characterise the culture.
- Ensure there is context for their role. To help engage your new employee, they must understand how they fit into the bigger picture. Often new employees don’t fully appreciate how their work helps, or hinders, others.
Learn more about each of these tips, including an example of using managers and supervisors to boost induction teamwork in the full article.
New employee induction is critical to organisation success. The faster you can assist new employees to become productive, then faster you gain a return on their employment. You also reduce the risk of new employees leaving early during to low engagement.
Yet new employee induction can be time-consuming. Many organisations struggle to provide consistent employee induction programs. Some employees receive a great experience, while other employees receive no or limited induction assistance. The information provided in employee inductions can be inconsistent. Staff involved in employee induction can become resentful as they struggle to manage their own tasks, let alone inducting new staff.
So let’s consider five practical ways to improve employee induction efficiency for any organisation.
- Have a dedicated person responsible for induction. Ideally, one person needs to understand the entire induction process. This eliminates duplication and ensures consistency. It also means that any improvements are identified and implemented in the next induction.
- Have a defined induction plan. Having a structured plan for the new employee’s first day, week and month can make a stressful time much easier for your new starter. Your induction plan should decide in advance what the new employee will do and whom they will meet. The plan should cover all the critical meetings, training and duties the new employee will need to undertake during the induction period. This helps your new employee to understand their role, where they fit into the company and their daily responsibilities.
- Focus on the basics. Day one of induction is very important. Day one of an induction program needs to enable the rest of the program to run as planned. Often, however, day one of an induction program overlooks the basics and creates delays or hurdles for the rest of the induction process, creating various inefficient outcomes.
- Treat employee induction as a process. Trying to cram the entire induction process into a single day might seem like an efficient idea, but in reality, this is simply exhausting to a new employee. Information is quickly forgotten and has to be revisited later. Duplication of effort is often the result.
- Make it repeatable. New employee induction must be easily repeatable and scalable. All too often, organisations have no induction checklists, courses or materials. Instead, existing staff members “sit down and explain” things to new staff. That’s fine if you rarely have new staff. However, if you have 5-10 or more staff joining each year, that can quickly become an inefficient process.
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When it comes to new employee induction and the first weeks at a new organisation, having a “buddy” can make a huge difference to the speed at which new employees manage to settle into their role, team and organisation.
Just knowing there is a buddy there to listen and who is genuinely interested in helping, can make new employees feel engaged and supported. So it’s highly recommended that your induction processes include an induction buddy for any new employee. In this article, we consider how to select good buddies and their role through the induction process.
A good induction buddy is someone who is prepared to be a contact and a friendly face for the new employee. A buddy is someone different from the more formal relationships of manager, supervisor or HR representation.
An induction buddy is an informal source of information on the team and the organisation. This means a good induction buddy is someone who knows how things work across the organisation and they are prepared to share that experience with others.
Learn more in this complete article about the required characteristics of an induction buddy, and tips for the first meeting between an induction buddy and the new employee.
It’s all too easy for a new employee induction process to be inconsistent or haphazard. This is especially true if induction doesn’t start until the new employee arrives on day one.
In this article, we gather several new employee induction checklists to help you avoid inconsistency and ensure your new employees hit the ground running.
- Day zero induction checklist for all matters before the new employee arrives on day one.
- Day one induction checklist for the critical first day for the new employee.
- Week one induction checklist for the remainder of the first week.
- Month one induction checklist for the final steps in the induction process.
Video is a highly desired medium for online learning. It can transform pages of text into movement, sound and action. It’s also very mobile device friendly. The use of video for induction training is powerful as video can share knowledge in ways which text – even interactive text – cannot. Yet video production can be time-consuming, both in its initial creation but also to maintain and update over time.
In this in-depth article, we review why video for induction training is such a powerful medium, before looking at a few tips to make video more accessible in your next induction courses.