Building a productive work unit with your employee induction process
Employee engagement is important for any organization and it is important to have a proper employee induction process in place. The next step in managing your unit will be to ensure that the induction process for new employees is well managed and consistent.
A good induction programme will make sure that new employees become part of the team quickly and efficiently. This is where a well-structured induction program plays a vital role. There is nothing wrong with the induction of current employees on an annual basis in order to refresh their sense of purpose.
The purpose of the induction process is to:
- Welcome new employees to their new environment
- Explain the role of the new member within your company
- Inform the employee of his rights and that of the company
- Explains the terms and conditions of employment
- Explains the mission and goals of the company
- Increase productivity
- Reduce short-term turnover of staff
- It plays a role in your staff performance
- It commits the worker to the organizational goals
- It enhances the new worker's attitude
A poor induction program for new employees can have negative outcomes
- The new employee leaves without feeling part of the team
- Low morale from new employee due to lack of knowledge
- Low performance because the employee does not know the standards expected
- Failure from the employer to extract full value from appointed employees
- Bad induction policies are costly to the company because
- Additional recruitment costs for replacements
- Induction officer’s time wasted
- Can lead to lowering morale and perceptions of remaining staff
- The person leaving damaged his employment history
- Have to repeat the learning curve with a new employee
- It can cause damage to the company’s reputation
The employee induction process that works for you
The induction process of the new employee starts with the interview. The line manager is responsible for the internal induction of his new employee. This will depend on the level and duties of the new employee. The line manager does not have to do the complete process by himself but he must make use of other resources in the company. Such as other members of the team, human resources and where necessary third party training or workshops.
The induction process should at least include the following steps to ensure coverage of new employee duties and responsibilities.
- Pre-employment - Information the employee will need to make a soft landing on reporting for duty
- Health and Safety policies, procedures and regulations of the company
- Organizational structure, mission, and vision
- Terms and conditions of employment and other agreements
- Financial requirements and expectations of the new employee
- Training policies and assistance from the employer
- Culture and values of the company
The way you induct your new employee will determine his co-operation and output from day one so don't neglect this process. Remember the main purpose is to get the new employee to become productive and fit in as soon as possible.
Benefits of induction to the employee
It is possible that without glorifying the employee they will be accepted into the team quickly once they have come to realize their purpose in the bigger picture of teamwork. Let's face it the whole induction programme was all about letting the employee know what the company is doing, how they intend achieving long-term goals and how they expect you to behave while doing it as part of a team.
What the induction process does for a new employee is
- Put them at ease
- Familiarize them with the new environment in a short period of time
- Explained the organization's purpose for operating
- Knows what the goals and targets are
- Knows immediately how they fit into the bigger picture
- Most importantly they know what is expected from them
What do you do to improve a new employee's first day at work?
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