Career Testing
Career Testing
Career Testing
COMPANY CULTURE / JAN. 24, 2015
version 2, draft 2

6 Things to Do When You Induct an Employee in Your Organization

Inducting a new employee at the workplace goes beyond the basics and instead focuses on things that most people would take for granted. Such pertinent issues include formalities for taking leave, where the coffee-making pot is situated, company dress code, location of the restroom, as well as the safety rules in the organization. The induction is often divided into four segments including general training, job training, mandatory training and evaluation. Each of these elements should be executed professionally so that the newcomer settles quickly in his new work environment.

Prepare tailored induction schedule

Review the new employee’s job description to identify the issues he would need to understand urgently to hasten his adaption period in the organization. Identifying these issues will guide you in preparing an induction program that provides enough time to bring the employee up to speed with them. The program should be segmented into the essential issues, the basic ones as well as those that can be undertaken later. It should also have a timeline, which could be monthly or weekly, depending on the magnitude of the issues the new staff member is expected to grasp.

Inform other employees

Other employees need to know that they will be having a new co-worker, because they can help him to settle in his new work environment expeditiously. You should inform them on the new recruit’s start date as well as his role in the organization. Take this opportunity to resolve any anticipated fears or conflicts that may arise among the workforce, such as a clash of roles because of the new employee’s arrival. You could entrust one of your long-serving employees to mentor the newcomer and help him blend in quickly with the rest.

Provide verbal induction

On the day of the employee’s arrival, begin by informing him about the organization, including its history, mission, values, objectives as well as its policies. Use this opportunity to furnish him with your organization’s policy handbook detailing important issues, such as workplace safety procedures, sexual harassment policies, dress code and deviant behavior. The employee also needs to know personnel information including his pay and number of leave days allowed annually. Outline the new recruit’s job requirements as well as the standards expected.

Introduce him to other employees

Introduce the recruit to his new co-workers by mentioning the latter by name as well as their roles within the society. By this stage, your employees should have prior knowledge of the induction and hence, should conduct themselves in a manner that reflects the desired image of the company. Their body language should be positive, while their dress code should be consistent with that of the organization, and their workstations should be neat. Such a positive first impression rubs off on the new recruit who will quickly get in line with the company culture.

Conduct tour of company

Your new employee should be taken for a tour of the organization’s facilities, including the washroom, coffee machine, as well as the photocopier. He should also be furnished with information on how to obtain the keys to these places. The tour ends with the introduction of the new recruit to his workstation, which should be set up neatly beforehand with essential equipment, such as stationery, desk, computer and telephone. Provide him with his computer’s password, email and telephone contact information, in addition to enlightening him on how to use the communication systems, including i-Fi.

Assess induction process

You should assess the process for any success or failure by assigning a task to the recruit or an informal review. The task could come right after the first induction to determine whether the employee has absorbed the knowledge provided or not. You can use this chance to identify any strengths or weaknesses in the employee and nip them in the bud. An informal review is an arrangement – weekly, monthly or daily – where the recruit discusses the challenges faced in executing his duties, as well as ways to surmount these barriers.

Conclusion

An effective induction can create a positive impression of the company in a new employee’s mind, which reaffirms his decision to work for you. It motivates the employee to increase his productivity levels and ignites a passion in him for the job. Make the employee feel more appreciated by delving into his personal aspirations, strengths and weaknesses, and how the company can help him on the same.

Image Source: Howoco

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