You are here
Top tips for Outstanding Employee Inductions
Starting a new job can be daunting. A good induction programme will keep employees feeling valued and motivated from the moment they step through the door and give them the tools they need to learn your aims and objectives and get the right start.
Employee engagement begins on day one. Get your induction process right and your team will never look back.
Starting a new job can be stressful, so it's great if you can make new people feel motivated and engaged the minute they step through the door. A considered induction will better equip them for what's likely to be a steep learning curve. It also offers you the perfect chance to review their skills and knowledge, and identify any development needs they may have.
What to include
Be prepared. By tailoring the induction to the individual and their job role, you will help them become more productive quicker. Here are just a few ideas of what to include:
- The company's vision and objectives
- Company history, to give the new starter context
- Company structure, explaining where the power lies and how it’s distributed
- Company culture, outlining the personality of the organisation
- An overview of job roles so the new starter understands not just their role, but also how they fit into the wider team
- Equipment training sessions so the new team member can learn to use any equipment correctly and safely
- Health and safety briefing so you’re confident they’re fully up to speed on your procedures, fire exits and First Aid provision
- Details on personnel matters like applying for holiday leave, using the telephone system and accessing standard templates
- Running through the local amenities: pointing out nearby facilities including banks, sandwich shops and transport links
Timing is everything
Once you have your induction content planned, decide how long your induction period will last – from one week up to several months – and split the programme into sections of no longer than 45 minutes. Only cover urgent things on the first day. It's best not to overload new people with too much information. Bite-sized chunks work better.
Inductions shouldn’t revolve around dumping a dossier of information on a new starter’s desk and telling them to get stuck in. Make it engaging and fun. Involve lots of people, including your team members, or other recent new starters. It reminds your existing people how much they already know – or need to know – and keeps the sessions varied and interesting.
Be creative and use as many different forms of media as you can. Here are a few ideas:
- Treasure hunts
- Computer-based learning
- Worked examples
- Shadowing others
- Action learning – get them to do simple tasks
- One-to-one sessions with different staff
Review your induction programme every time you use it. Ask each new person for feedback, and then improve it. And remember, this induction process can be just as useful for an existing team member who has changed jobs. Customise it for this purpose.
After the induction is over, you might want to consider working on a training needs analysis, to make sure the new starter has everything they need to succeed. Download a template now.