vivoHR Guide to successful induction and probation for new staff
Hello. I’m Sam Swinstead, owner of vivoHR and thank you for linking through to this HR Guide to successful induction and probation for new staff.
Do you remember the first day in your new job – nerve wracking to say the least huh? We covered in the previous guide, successful recruitment. Now the big day for your new starter has arrived. What will you do to ensure your new team member quickly feels at home in their work environment and part of the team?
Research suggests that up to 25% of staff turnover occurs within the first two months of employment, and the cost of losing an employee within the first year is estimated to be around three times their annual salary, (if you take into account recruitment time and cost, loss of knowledge, investment in training, reduction in workforce affecting output and disruption to the business).
This high turnover occurs when businesses don’t plan an effective induction programme (on-boarding process if you want to get all American about it) so that new employees are made to feel welcome. The induction checklist below will help new people to settle quickly. Consider a timetable to explain how the first week or two will plan out. Explain to your new joiner:
- How they will fit in to the business (add them to the organisation structure is appropriate);
- What their role entails and what is expected of them;
- Who the other people are, what they do and then introduce them;
- The systems, rules and processes in the businesses;
- The way around the office, including toilets, coffee areas etc;
- Where to get lunch (remember in week one nothing its too mundane to cover off); and
- That a team member has been chosen to be a friendly face who they can turn to in the first weeks with any queries.
Whilst it has no legal status, establishing a probationary period is sensible as it sets expectations about the standards that should be achieved within the first few months. Probation enables regular monitoring and review throughout the set period, with the option to terminate employment without going through a disciplinary procedure if either party feel that things are not working out.
We’d recommend either a three or six months’ probation period, with an option to extend if your new employee is almost there and just needs a little longer to get fully up to speed.
Thanks for reading this successful HR induction and probation guide, we hope it is helpful. If you have any further questions about this topic, feel free to contact us. Click to find out more about HR Support from vivoHR.