Do you remember your last induction? How well did it go? Were you given a handbook and a cuppa and told to read it? Perhaps there was a checklist, or maybe you had a well-orchestrated plan which made you feel like you had made the right company choice.
Research by Gallup found that only 12% of employees strongly agree that their organisation does a great job onboarding new employees.
First impressions count whether you read that from an employee or employer perspective. Unfortunately, you never get a second chance to make a first impression. From job interviews to inductions and appraisals, how we present ourselves in our initial interactions can set the tone for future relationships and opportunities.
Once the interview is done and your new employees start, the induction process is a crucial aspect of onboarding for both employers and employees. It is a period of adjustment that sets the tone for the rest of an employee’s time at a new company. Induction is when new employees learn the company culture, values, policies, and procedures. It is an opportunity for the employer and employee to establish a positive relationship and ensure they have everything they need to succeed in their new role.
For the employer, the induction process is an opportunity to warmly welcome new employees and make them feel valued. It is also a chance to communicate the company’s expectations and objectives and how the new employee’s role fits into those goals. Induction is an opportunity to clarify misunderstandings, answer questions, and ensure the new employee has everything they need to succeed. This includes access to resources, training, and support. Getting this right can help reduce employee turnover, as employees who feel welcomed and supported are more likely to stay with the company long-term.
A well-planned and thought-out induction can help reduce the stress and anxiety of starting a new job, as employees will clearly understand what is expected of them and what they need to do to succeed. It is also a chance to meet new colleagues, establish relationships, and feel like a valued team member.
In this article, we will explore the importance of inductions, their benefits, and how to plan career paths with training for new employees, including some health and safety courses for various positions.
What are Inductions?
Inductions are the process of introducing new employees to the company, their job roles, and the company’s culture, policies, and procedures. Inductions may include:
- Orientation - This involves a workplace tour, meeting colleagues, and learning about the company’s culture, values, and mission.
- Job training includes training on specific job tasks and duties, such as operating equipment or using software.
- Health and safety training -This includes training on safety policies, procedures, and hazards, as well as any relevant regulations and legislation.
- Compliance training includes training on company policies and procedures, such as data protection and anti-discrimination policies.
- HR paperwork - This includes filling out the necessary paperwork, such as contracts, tax forms, and benefits enrolment.
Why do inductions matter?
Inductions are crucial for several reasons
Employee engagement - Inductions can help new employees feel engaged and valued, leading to higher job satisfaction and lower turnover rates. According to a Society for Human Resource Management study, effective onboarding programs can improve new hire retention by 25%.
- Productivity - Inductions can help new employees understand their duties and responsibilities, reducing confusion and errors. This can lead to increased productivity and efficiency.
- Safety - Inductions that include health and safety training can help prevent accidents and injuries in the workplace, reducing the risk of workplace-related illnesses and compensation claims.
- Legal compliance - Inductions can help ensure new employees are aware of and comply with company policies and legal requirements, reducing the risk of legal disputes and penalties.
Benefits of Inductions
Inductions can have numerous benefits for new employees, including:
Clarity
Inductions can provide new employees with a clear understanding of their responsibilities and expectations, reducing stress and confusion.
Confidence
Inductions can help new employees feel more confident in their ability to perform their duties, leading to improved job performance and satisfaction.
Improved safety
The induction process is an opportunity to provide new employees with information about safety procedures, equipment, and hazards. This can help prevent accidents and injuries and create a safer working environment leading to improved workplace safety.
Reduced anxiety and stress
Starting a new job can be stressful for employees, particularly if they are unsure of what to expect. A well-planned induction process can help reduce this anxiety by providing clear guidance, support, and feedback.
Improved employee engagement
A positive induction experience can help new employees feel more engaged and committed to their role and the organisation. This can lead to increased motivation, job satisfaction, and employee retention.
Better retention rates
Studies have shown that employees who experience a positive induction process are likelier to stay with their employer longer. This can result in cost savings for employers without spending as much on recruitment and training. Good onboarding not only increase staff retention by 82%.
Improved teamwork and relationships
Inductions can help new employees build relationships with their colleagues and feel more connected to the company culture, improving teamwork and collaboration. This can lead to better organisational collaboration, communication, and problem-solving.
Increased productivity
A well-designed induction process can help new employees become productive faster. By providing them with the necessary tools, resources, and knowledge, employees can start contributing to the organisation’s goals in a shorter amount of time.
Improved performance
By setting clear expectations and providing feedback, the induction process can help new employees understand what is expected of them and how they can improve their performance. This can lead to better performance outcomes for both the employee and the employer.
Increased compliance
New employees need to be aware of their legal obligations, such as health and safety, equal opportunities, and data protection. The induction process is an opportunity to communicate these obligations clearly and ensure that employees comply with them.
Enhanced company culture
A strong induction process can set the tone for a positive workplace culture, where employees feel valued and connected to the organisation’s mission and values. It provides an opportunity for employers to communicate the company’s values, mission, and culture to new employees. This can help them understand the organisation’s expectations and their role in achieving its goals.
Positive reputation
A positive induction experience can create a positive impression of the organisation among new employees, which they may share with their peers and networks. This can enhance the organisation’s reputation as an employer and attract top talent in the future.
Career Development Plans
Effective inductions are just the beginning. To ensure long-term success, companies must also plan career development plans and career paths with training for new employees. This involves identifying employee development needs, providing training and resources, and establishing goals and milestones for career growth.
Here are some steps to plan career paths with training:
Conduct a skills gap analysis
Identify skills and knowledge gaps in each job role and create a training plan to address them. This can include health and safety courses for roles where they are relevant, such as maintenance people, cleaners, office workers and health and safety consultants.
Create learning opportunities
Provide access to training resources, such as online courses, webinars, or workshops. In addition, consider offering in-house training and mentoring programs to support employee development.
Set career development goals
Work with employees to set goals and milestones for their career growth and provide opportunities for them to develop skills and gain experience. This can include cross-training in different departments, job shadowing, or project assignments.
Encourage ongoing learning
Encourage employees to continue learning and developing their skills by providing access to learning resources and promoting a learning culture.
Health and Safety Courses for Different Positions
Health and safety training is essential for all employees, but the specific courses needed will depend on the position. Here are some examples of health and safety courses for various positions:
Health and Safety Consultant
A health and safety consultant should thoroughly understand and be able to interpret health and safety legislation. In addition, they should have experience in their field, appropriate membership of a professional body (such as IOSH) and have completed relevant courses such as:
- The NEBOSH (National Examination Board in Occupational Safety and Health) National General Certificate in Occupational Health and Safety
- NEBOSH International General Certificate in Occupational Health and Safety
- NEBOSH Certificate in Fire Safety
- NEBOSH National Diploma in Occupational Health and Safety
- IEMA Environmental Management
Office Worker
Our suggestion for office workers is the following training
To ensure that they are fully versed in all aspects of health and safety in the office.
Maintenance People
In addition to training in first aid, mental health awareness, and fire safety. Our suggestions for maintenance people would be:
- Working At Heights Awareness
- Manual Handling Awareness
- Asbestos Awareness
- Electrical Safety Awareness
- How To Carry Out a Risk Assessment
- How to write- Risk Assessment
- Legionella Awareness
Cleaners
In addition to first aid, mental health awareness, and fire safety training, cleaners should receive training on:
Plus, training on cleaning chemicals and personal protective equipment (PPE).
Managers and Senior Managers
Managers and senior managers should, in addition to first aid, mental health awareness, and fire safety training, receive training on:
- IOSH Leading Safely
- NEBOSH Introduction to Incident Investigation
- How To Carry Out a Risk Assessment
- How to write- Risk Assessment
- NEBOSH Working with Wellbeing
Plus, any relevant leadership skills.
Tips
Plan in advance
A successful induction process requires planning and preparation. It is important to set up a clear timeline of events and communicate it with the new employee ahead of time. Ensure all necessary arrangements are made, such as setting up their workspace and ensuring all equipment and tools are ready for use.
Personalise the process
Every new employee is unique and has different needs. Personalising the induction process to meet their needs and make them feel valued is important. This can be achieved by providing them with a personalised welcome pack or assigning a mentor to guide them through the process.
Communicate effectively
Effective communication is key to a successful induction process. Ensure that the new employee understands their job responsibilities, company policies, procedures, and the company culture. Make sure to communicate this information clearly and concisely.
Foster a sense of belonging
Feeling like a valued team member is crucial for employee engagement and retention. Therefore, during the induction process, it is important to create opportunities for new employees to connect with their colleagues, learn about the company’s history, and feel like they are part of a larger community.
Set clear goals and expectations
It is important to set clear goals and expectations for new employees so they know what is expected of them from the start. This can be achieved by setting achievable targets and providing regular feedback on their progress.
Provide training and development opportunities
An induction process should not just be about getting the new employee up to speed with their role but also about providing them with opportunities for development and growth. Offer training and development opportunities relevant to their role and career aspirations.
Demonstrate a clear career path
As shown above, demonstrating a clear career path with ensure that new employees feel valued, that their careers will be taken seriously, and there is room for growth and promotion.
Foster a positive work environment
A positive work environment is essential for employee engagement and retention. Encourage open communication, provide regular feedback, and foster a culture of teamwork and collaboration.
Introduce the team and company culture
Introduce the new employee to the rest of the team and give them an understanding of the company culture. This can be achieved through team-building activities, social events, and presentations about the company’s history, values, and mission.
Provide support
Starting a new job can be stressful, so supporting the new employee throughout the induction process is important. This can be achieved by assigning a mentor, offering counselling services, and providing access to employee assistance programs.
Monitor progress
Regularly monitoring the new employee’s progress is important to ensure they settle in well and meet their goals. This can be achieved through regular check-ins, performance reviews, and feedback sessions. The cost of not doing this can result in new hires feeling dissatisfied and leaving. Again, according to Gallup, 55% of businesses report that they do not measure the effectiveness of the onboarding process
Solicit feedback
The induction process should be an ongoing conversation between the new employee and the organisation. Solicit feedback from new employees to understand what is working well and what could be improved. This will help you refine and improve your induction process over time.
Continuously improve the process
An induction process is not a one-off event but an ongoing improvement process. Gather feedback from new employees and make necessary changes to the process to ensure it remains effective and relevant.
A great induction process can be a powerful tool for improving company culture. By communicating your company’s culture and values, personalising the process, fostering a sense of belonging, providing training and support, and soliciting feedback, you can create a workplace culture where employees feel engaged, productive, and committed to their work.
When you are ready to empower your workforce and elevate your business through comprehensive training programs, contact us to discuss your training needs and let us help you create a customised plan to achieve your goals!