A good induction and onboarding process will be key to integrating new starters with your business and setting them up to succeed. The aim of both is to lay the foundation of a strong relationship between the employee and the organisation, but the two things do serve slightly different purposes … and knowing that is important when it comes to doing them right!
Induction may happen over the first day or first few days of the new employee starting, but it can also begin before their first day – things like filling in necessary paperwork, proving their right to work, and passing on important information such as emergency contacts. A good induction means clear communication and timely paperwork. This shows the company to be professional, as well as interested in the new team member.
Induction ensures the new starter can work legally and safely in the business, and that they are given the information required to satisfy all their basic needs. This might include practical information such as where the bathrooms are, what refreshment options are available, and how to use the car park. (Parking politics in shared car parks can be challenging, as many of us know!)
There are several statutory duties which need to be completed, such as right to work checks. For more information on your legal requirements, don’t miss our blog on recruitment and background checks.
Other essential information could be:
• Computer and phone setup
• Access information (fobs / passes)
• Required passwords
• Data security
• Emergency exits
• Evacuation procedures
• First aid information – including mental health first aiders
• Workplace compliance
• Accident reporting
• Dates and times for training or meetings with colleagues
This is just the basics that you’d need to get started, some items will need much more detailed information depending on the environment or role. Many companies will require a new employee to familiarise themselves with their SOPs (Standard Operating Procedures) or other similar documentation in the first few days.
Induction is about making sure that you have everything you need to be able to welcome the new employee, and that they have everything they need to get started.
Onboarding is more long-term and relational. It’s all about ensuring your new starter feels welcome, has the knowledge needed to be successful in their new job, teaching them what the company culture is and ensuring they understand how they fit into their team and the company as a whole. This is a process which can’t be sped up. If it is, it’s not going to be a very good onboarding system!!
Do you have a good Employee Handbook? This does mean something more than just a bunch of processes stapled together! A decent handbook can be super-useful when it comes to onboarding new staff – speak to us if it’s something you would like to create.
What required training needs to take place? Do you have specific training programmes or do meetings need to be set up with other colleagues who will go through particular processes with them?
Poor onboarding means new employees won’t be completely committed. This can increase the risk of new starters ‘jumping ship’ before they are even really part of the crew. (See what we did there?)
Creating a great onboarding process requires participation from the whole team to ensure everyone is ready to welcome their new colleague – people can get involved with taking them for coffee, preparing handovers, creating instruction manuals or arranging training sessions. We’d suggest some of this can also start before an employee joins, particularly if there is a lengthy notice period before they do – why not send a welcome pack, meet for coffee or lunch with the team, or invite them in for an informal show round?
Onboarding helps to deliver context and therefore creates understanding and trust on both sides. There are different ways to achieve this and the format will vary based on the size and set-up of your company. Onboarding, put simply, means helping the new employee feel part of the team and acclimatise to their new position.
Good things to include:
- A variety of one-to-one and group learning sessions
- A personalised welcome message
- A mentor or work-buddy
- Regular check-ins
- Team lunches
- Setting clear and measurable goals and KPIs
- Monitoring those goals and KPIs
- Keeping accurate records
- Creating open communication
- Encouraging the new starter to ask for help when needed
Progress reviews should be an essential part of the onboarding process, but think carefully about how you are giving feedback. Encouragement and support – rather than criticism – will foster progress for new starters.
The Importance of Onboarding and Induction
Make people feel welcome on Day#1 and they will be excited to come in again on Day#2!
First impressions will have a serious impact on both how a new starter integrates with your existing team and their own job satisfaction, which is why a well-thought-out onboarding process is key. You don’t want new employees to regret joining your team because they’ve been put off by a negative introduction. A welcoming experience will reduce employee turnover and absenteeism.
A new consideration is that – with the Labour Manifesto promising to make it a day-one right for employees to claim unfair dismissal – it is going to be more important than ever to ensure that once you have found a potentially great new employee, you give them every opportunity to succeed in adding value to your business. … If it then unfortunately turns out that you have made a poor hiring decision, you will need to have a clear, auditable record of their induction and onboarding to evidence that fair decisions were made.
A good onboarding programme benefits employers as much as it does employees.
Is it time to review or reinvent your induction and onboarding processes? We can help! Contact us on 01252 757359 or drop us an email at [email protected].