Hi everyone, I’m Peta Cussell from Project Ops and this week I’m discussing Staff Induction. As I spoke about a couple of weeks ago, the highest-risk time for employee turnover is during the first few months after the new employee has started, and so getting the new staff induction process right, is highly important.
Previously we spoke about new staff onboarding - what to do before they start and what to do on Day 1. But what happens after that? For most businesses usually nothing. They just get on and do their job right? Well, not exactly.
An effective induction program should take at least 2-3 months and involve many different features. And if designed well, it can achieve the following benefits:
- Fostering positive attitudes from day 1, leading to increased motivation and commitment.
- Directing some focus on culture. Most staff rank company culture as one of the key elements in job satisfaction, so explain what it's like to work there. What fun stuff do you do?
- Make them feel part of a team. Not only will this foster learning and creativity but team inclusion will reduce turnover rates caused by new staff, who either fail to adjust quickly or who take an early dislike to their new role or workplace.
- And also compliance with various legal obligations that cover employees.
So now we’ve looked at what benefits can be gained from a well thought-out induction program. What should it entail? Here are a few pointers…
WHAT TO COVER
- A brief history on the business – how it started and where it is today.
- What the Values are for the business and why? It is important for staff to feel connected to the company they work for and this comes from believing in ‘WHY they do what they do”.
- A general outline of services/products offered and the future directions of the business.
- Who the main competitors are and what the business’ points of difference are.
- The organisational structure and how the various teams integrate.
- The quality systems or quality procedures that exist.
- A training session on Equal Employment Opportunity (EEO), discrimination and harassment in the workplace and associated complaints procedures.
- Training on telephone protocol including use of voicemail.
- Training on the computer system including any CRM, database or other main software that is used.
- Training on certain key areas of business such as Customer Service or Sales training.
- A general overview of policies with more detail on certain policies such as ‘Internet, Email & Computer Use’ Policy or ‘Use of Company Property” Policy.
- The availability of (any) further general training.
- Job-specific training including Standard Operating Procedures (SOPs).
Seems like a lot of information? Well it is. But the more informed your new staff can become, the quicker they will be able to integrate themselves with their new workplace.
POINTS TO REMEMBER
- Ensure consistency – have all new staff go through the same induction process (allowing for the fact that the ‘job-specific’ training may differ amongst roles).
- Avoid information overload! Structure the program so there are a few key sessions a week over the first few weeks. Give them time to process what they have learnt – keeping in mind they are leaning something new with everything they do in their new work environment.
- Assign a ‘buddy’ (or mentor) – The buddy should aim to make the new staff member feel welcome and assist their transition into their new environment.
- Ask for feedback. You want to be continually improving the induction program, so staff actually get value out of it. So ask them! What did they enjoy the most? What could be improved?
How Project Ops can help?
Project Ops was established 3 years ago, with the aim to assist and educate small business owners on what their requirements are and how to ultimately streamline their staffing operations.
Australia’s employment landscape has become confusing and daunting for business. It's full of complex policies and changing legalities, is hard to understand and even harder to keep up-to-date with. With most business owners being extremely time-poor, finding the time to focus on HR is usually less of a priority. That’s where Project Ops comes in. With Project Ops, we make HR simple!
We can set up your new staff onboarding and induction process; we can assist with HR Advice and can guide you through any tricky HR situation; we can provide compliant HR Policies and HR documentation (such as Employment Contracts; HR Letters e.g. warning letters, termination letters; Forms; and Checklists); we can recommend, set-up and roll-out online HR management systems; we can set up your Performance Management system and guide you through the process; we can assist with team planning and role definition; we can assist with leadership coaching; and we can also help you with the Recruitment of staff in the first place! If you would like to discuss how Project Ops can assist your business, please get in touch!
Project Ops are one of Australia’s leading outsourcing specialists, providing some of Australia’s best talent to businesses of all sizes for one-off projects, short or long-term contracts. Specialising in Human Resources (HR), Recruitment, Business Operations, Change Management, Project Management and Event Management.