Employee inductions that keep staff with you longer

No matter what size your organisation, the first impression you make on new staff is all important.  Whether on an individual or group basis, your employee induction process is critical to keeping people with you longer.

You’ve made a significant investment in your new recruit already.  Advertising, testing, interviewing and perhaps placement fees.  Don’t blow that investment by botching up the induction process.

In the current tight labour market, it is the employer who needs to entice the employee.  The Australian Institute of Management reports in its 2007 National Salary Survey that small companies are losing staff at an increasing rate. 

Voluntary staff turnover is at 13.6 per cent, up significantly from 10.3 per cent on the previous year.  And new recruits are particularly prone to leaving an organisation within weeks of commencing their employment. 

Bond with new staff quickly or risk losing them.

Having a number of new staff commence together makes sense.  It might take a bit of organising, but group inductions can be very efficient.  The benefits of a group employee induction include:

• New recruits receive the same consistent message;
• They feel more secure as part of a group;
• They learn more about the organisation through the questions that others ask; and
• Key policies and organisational information is explained methodically.

Once the group induction process is planned and designed, it’s easy to roll out again in six or twelve months time for the next recruitment drive.

Whether group or individual employee induction, it’s important to focus on conveying the key information and policies of the organisation.  And make sure you support everything said with detailed documentation.

Why not kick off your new relationship with an “induction breakfast”?  This is a good ice-breaker and creates a warm and welcoming atmosphere.

It’s important the induction process includes the organisational structure and chain of command, procedures for conflict resolution and an employee’s occupational health and safety obligations.

Make sure you are well prepared for ‘day one’.  Ensure workstations are clean and tidy and operational.  Telephone systems need to be explained, email addresses created and possibly lockers and security passes assigned.

Remember, the professionalism exhibited inducting new employees leaves a lasting impression.

Allocate each new recruit a buddy to aid the ongoing induction process.  Make sure buddies have good communication skills, are friendly and if necessary, are relieved of some of their workload so they are available to commit to the task.

The buddy’s role is important in conveying the cultural tone of an organisation.  As they guide and introduce the new employee, the buddy’s interaction with other staff will make an impression.  Are they respectful in addressing others?  Do they describe different roles sensibly?  Do they show a commitment to the organisation?

There are wild and mixed emotions running through the new recruit’s head during induction.  The induction process must be well managed so that feelings of apprehension are eliminated and second thoughts don’t get a chance to rear their ugly heads. 

New employees must feel welcome, supported and have confidence they have made the right choice.  An excellent program of employee induction raises the odds of hanging onto employees for the longer term.