After investing time and money into a recruitment process to bring top talent into your organisation, it makes sense to have an engaging induction and on-boarding process. First impressions really do count…
Induction or on-boarding is the process a new employee goes through to get introduced or initiated into an organisation. Technically, some definitions of on-boarding refer to the process as starting when the employee accepts the offer and includes probation and performance goals. Induction is referred to as the actual initiation into the organisation. I use the terms interchangeably.
Induction is not only about showing a new employee how to get to the canteen or confirming working hours. An induction process sets expectations, aligns company vision, mission and values. If done correctly, it reinforces why the employee has chosen to work for your organisation. Employees who are put through a structured induction process perform better and faster.
The induction process needs to be properly planned. Whether you are bringing one person in to double your headcount or are on-boarding 20 people across a multi-national corporation, all new employees need to be put through a process.
There are several ways to approach an induction process and it depends on the nature of the role and the business. Interns may require more on-the-job training and coaching before they are “inducted” into a working environment. Senior employees will benefit from a formal presentation with an information pack.
Get creative! Inductions can be boring as there are certain mandatory topics that have to be covered – don’t put topics like rules and regulations regarding health and safety after your one hour discussion about grievance procedures.
Vary the activities – arrange for a walk-about around the building and facilities after an introduction by your CEO.
Have fun – if the group is large, split them into smaller teams and arrange “pit-stops” with experts in the canteen, payroll department, reception area. Take it a step further and turn it into a race or treasure hunt, where each team needs to get a specific item from each department. Remember it all needs to be COVID-19 compliant…
Existing staff enjoy being involved in discussions or activities. They find it rewarding and feel that they are making a positive contribution to the organisation. Book diaries in advance and find out if they are open to participating. Contact with support staff, colleagues, internal customers, senior managers are beneficial during an induction. Putting faces to names makes starting in an organisation less daunting. Initiate the introductions. Encourage “ice-breakers” or similar activities within teams and divisions.
CHECKLIST FOR YOUR INDUCTION PROCESS
(this list is in no particular order.)
Remember to arrange catering and book the diaries of guest speakers and presenters.
– Safety procedures and evacuation processes
– Visitor access
– Smoking areas and policy
– Company background and history
– Promotional item or “goodie” bag (remember masks and sanitiser)
– Working hours
– Ethics and value system
– Vision and mission statements
– Organisational structure
– Floor plan / site layout
– Names, roles and responsibilities of people in the organisation
– Dress code
– Communication policy
– Email and cell phones
– Facilities and amenities
– Medical aid
– Pension / provident fund
– Trade unions
– HR systems
– Time and attendance
– Disciplinary process
– Grievance procedure
– Training and development
– Physical examinations
– Health and safety
– Performance evaluation