So, What is Staff Induction?
You might also ask, what is new employee induction? Staff Induction is a detailed, tailored, and structured process. It immerses new joiners into an organisation. This includes combining onboarding, orientation, and detailed staff induction plans. With that, you will have multiple levels of training, development, and introduction.
Onboarding refers to the meet and greet, the initial welcome. This also includes essential paperwork and issuing of company equipment. Therefore, this is where we have the chance to create a positive first impression. Also, we can clear any contract, job description, or benefits queries.
Orientation looks at the familiarisation of the actual workplace. This can include where the main work area will be, locker room, canteen, etc. So, it really is an overview and summary of what will come next.
Staff induction plans will be in much greater detail. Meaning, these will be well developed induction processes. Also, they are covered over a longer period of time. This means that every aspect of the role is addressed and developed during this process.
What is the Purpose of Staff Induction?
It is a personalised, efficient way of allowing new employees the chance to become accustomed to your company. The main purpose of staff induction is to create a base. From this, every new employee can potentially flourish. Therefore, time, effort, and commitment from multiple sources are really needed to have the proper impact. This larger scale staff induction package will be everything from onboarding to the end of probation. Also, it includes having a proper staff induction pack containing key information. Induction training for new employees includes all of the above mentioned essentials.
Who is Responsible for the Induction Process?
There are multiple people responsible for making the staff induction successful. Firstly, HR play a big role in coordinating the overall induction process. Secondly, heads of departments are responsible for the staff induction at department level. Furthermore, the leadership team should be available to guest speak, hence, showing interest in the new employees. Additionally, the department trainer is responsible for providing buddy training to new employees. Finally, the new employee is responsible for giving 100% of their attention and effort. Therefore, every training and learning experience included in the staff induction process have these people involved.
Some Other Common Staff Induction Questions Answered:
How Long Should a Staff Induction Last?
There is NO right answer because it depends on so many factors. Firstly, look at the size of the company, the history, and overview of the organisational structure. Next, review any IT induction for new employees that are needed. Moreover, include detailed HR induction for new employees. Also schedule customer service sessions, and other soft skills training where required.
Do not make the mistake of trying to squeeze too much into a short amount of time. Likewise, don’t rush to get the new employee into their position as quickly as possible without training. This will cost your company in the long run for the following reasons.
- More mistakes are likely to happen.
- New employees can become frustrated and leave more quickly.
- It will have a direct and negative impact on the customer experience.
A quality staff induction for new employees will start from day one. This continues until probation has been successfully completed. It will include the 3 main types of staff induction training. So, make sure this time frame is considered for your staff induction to take shape.
What are the 3 Main Types of Induction Training?
I have been surprised, over the years, that some answer this question as pre-induction, induction and post-induction. I agree that these are 3 main stages of a thorough staff induction package. However, I would suggest that the 3 main TYPES of induction training are:
- Departmental induction, including IT induction for new employees.
- Company induction for new employees.
- HR induction for new employees.
All 3 of these will feature throughout the entire staff induction package at different times. Very often we see these overlapping during the programme. Also, each of these will have a mix of training focus bases, those being:
- Technical-based training
- Knowledge-based training
- Behaviour-based training
So, when you look at the 3 main types of induction training, remember to consider:
- Both sets of the above-mentioned points will be imperative to consider.
- Be combining these you can achieve better results from a quality staff induction for new employees.
What Does a Good Induction Look Like?
So, what should a staff induction include? Let’s look at the 3 main types of induction training in more detail. This will help you to identify quality staff induction processes to include for new employees.
Departmental Staff Induction
In my experience, this is where key gaps exist in the overall induction process of new employees. Each department of the organisation take different approaches, have different focus areas, and different ways of planning and tracking the departmental induction for new employees. The head of the department may not even be actively involved in the staff induction process, which is a mistake.
Consider this; as the head of department, you have invested the time during recruitment to select this person. You have the final say of who you are trusting to employ in this role. You are the one expecting certain contributions and results from this new employee in the overall success and contribution of the department and therefore the company. With all of this in mind, surely during this crucial induction process, your involvement at regular intervals and for regular checks will be imperative to ensure the new employee is fitting into their new role in the way they expect.
Length of the Departmental Induction Process
Assigning a “Buddy”
A very effective and time-efficient way of providing on-the-job training for new employees during the staff induction process is to assign a “buddy”. This person will take the role to train and guide the new joiner in their role. Assign this role carefully to someone capable of training others. It cannot simply be the most experienced in the team. It must be someone with the right skills and knowledge as well as behaviour and attitude. Look at anyone with disciplinary issues or anyone who is openly negative, they should be avoided for now.
IT Induction for New Employees
Setting Clear Expectations and Goals
Using the Department Standard Operating Procedures
Linking it all Back to the Job Description
Company Staff Induction
Location, Group Size, and Frequency
Use the Experts in your Team
Although there should be one lead facilitator for the company induction training, use the experts in your company to cover their topics personally. For example, if you have a Security Manager have them cover the safety in the workplace topic, also if you have someone specific for food safety, have them present the training. These experts can answer any questions more easily and have the first-hand knowledge to know exactly what needs to be included and how to deliver that content.
Company Staff Induction Content to Cover
Policies and Procedures
Benefits and Add-ons
Safety in the Workplace
HR are responsible for ensuring all new employees understand safety at work other than physical aspects. These are:
- Disciplinary action: The policy and process for what could lead to disciplinary action and what short or long-term effects it could have on employees is essential. We are responsible for creating this awareness. We put people at risk by neglecting to address this topic. Ensure the whole process is clear, what the different levels are and how termination may happen. Offer clear examples and answer any questions that come up. Be sure your disciplinary policy is in line with all local legal requirements.
- Grievance process: Some new employees leave early in their induction due to their own grievance about working conditions. Every company must have a policy in place for employees to report any grievance they have in confidence. Explain how this can happen and what steps they can take. Explain also the time frame and possible end results.
- Workplace Harassment: Having worked in many organisations that offer live-in options this topic is so important to cover. However, regardless of the size of your company, the breakdown of male v’s female ratio or on-site or remote working locations, address the following: bullying, intimidation, online trolling and sexual harassment. Everyone needs to know that there is a zero-tolerance policy in your company for any of these aggressive and unacceptable behaviours. When possible, without disclosing specific details, use actual examples from the company history and how it was dealt with.
- Cultural Diversity: This is such a sensitive subject and so important to cover. Keep the topic light while keeping it relevant. Avoid racial or cultural stereotypes, slurs or inappropriate jokes or comments to prove your point.
Payroll and Leave
It is important that all new employees understand how and when they will be paid. Everyone wants to know this information. They also want to know what leave they are entitled to. Tell them about annual leave, sick leave, compassionate leave and more.
Some Final Staff Induction Questions Answered
Before we end, 5 final but important questions about staff induction.
- What happens on the Induction Days? You get to invest time into preparing your new employees for their new role. Your investment will pay off. But only if the staff induction process is well planned, organised and full commitment is given.
- What do they wear on induction? For departmental induction, staff should already be in uniform. For the company and HR induction, if uniforms are not provided yet, ask staff to come in smart casual. This is keeping in mind possible site tours and getting them into the business mind-set.
- How do you make an induction fun? There are SO many ways. First, include activities such as icebreakers. Human Bingo is a favourite of mine to play during the first day. If possible, arrange a small scavenger hunt (depending on your site/layout). By the end, induction team quizzes are always fun. Make it interactive and get the new employees participating and sharing their experiences. Ask for stories from before joining, from college or previous jobs (but nothing negative against other companies!).
- Is induction really training? 100% yes. So, you are imparting technical, knowledge and behaviour-based training throughout the whole process. Also, you are doing this using different approaches and techniques. Therefore, every step of the staff induction has training relevance.
- Do staff get paid for induction days? Absolutely! Firstly, schedule the induction training as part of the roster. Secondly, log all training done during these hours. Once you show induction is being covered at this time, induction days are paid.
In summary, we have covered many important questions about staff induction. These have covered how to prepare, develop and run a quality staff induction for new employees. With more questions still existing, watch this space for even more staff induction tips, recommendations, and avoidances. Best of luck in creating your staff induction for new employees. You will all benefit from this and it will help create engaged and committed new employees.