Now that we know what an induction is and why it is so important, it is time to dig deeper. There are three phases within the induction process: pre-induction, induction, and finally, post-induction.
Each phase is crucial to the smooth integration of a new employee into an unfamiliar workspace. They cover the practical information, ensuring productivity from every employee, both new and old, and the safety aspect, which is set in place to ensure your staff's well-being and the effective running of your company. Many can underestimate the importance of such inductions, but make no mistake; workplace inductions are about more than a quick tour around the building or 'learning on the go'.
Typically, these inductions focus on policies, such as anti-discrimination policies, security and safety procedures, and any other information that is needed to ease the tension and successfully transition into the company.
So, you have hired your new employee, and now it is time for them to undergo a pre-induction process. This particular process may occur during the period between having been offered the job and commencing work.
Typically, this stage of the induction is mostly paperwork-based. Sharing essential information with your new starter allows them time to familiarise themselves with what their upcoming role will entail.
This stage will include:
Furthermore, during this period, any new starters should be provided with a full tour of their workspace and surrounding premises, access to their communications and computer, and also be provided with the appropriate training that is needed.
An induction begins on your new starters' first day in the office or on the premises. This period is arguably the most important of the three, as it can be the make or break for many new employees. This is your chance to help them assimilate into this foreign work environment.
Starting with a tour is the best way to do so. Show them where everything is, introduce them to everyone, and ensure that they continue to feel included as the process develops.
Once they are able to log into their computers and emails, it is time for you, as the employer, to review the safety standards and procedures. This ensures that the employee is aware of any hazards and has the confidence to handle them and any other emergency situation.
This induction process has no set time limit or period, and it usually depends upon your company's policies and the employee's subsequent job role. It could potentially take as little as a few days or as long as a week. Just remember that the most important thing is that your new starter is comfortable and supported throughout this period.
Once some time has passed since the previous induction processes, and your employee is well-adjusted to their new job role and work environment, it is time to follow up with a post-induction. This is a relatively unknown process, which many employers and managers often neglect altogether. However, it is an essential part of the onboarding process.
More often than not, these post-inductions appear in the form of casual one-to-one between you and the employee or even a short survey. This is something that can often be created in your online inductions platform. The process is usually completed within a week or two from the employee's start date.
This final stage is an important one that helps improve productivity, employee satisfaction, and retention. Additionally, it further allows you to ensure your new starter is happy in this role and gives them the judgement-free means to ask for any help or bring up any issues that have been bothering them; this simultaneously allows you to solve such issues early.
In conclusion, an employee's first impressions are everything, as they can have a significant impact on how they integrate into the team and their job role. As a result, an induction is an opportunity for you as the employer to help your new starter feel welcome, settle them in, and ensure they have the support and guidance they need to do their jobs efficiently.
From an employer's standpoint, you are able to use these inductions as a means to gather valuable feedback from your new and old employees. This will help you identify the induction process's key advantages and disadvantages. Additionally, any information from the turnover statistics or employee feedback can be used to further improve your inductions, especially feedback from those who left your company within 12 months of employment.
To request a demo with Calm Inductions, click the link and learn everything you need to create and manage your own streamlined Inductions process.
