Lay Strong Foundations
Employers today understand that productive employees are the cornerstone of any successful business. Therefore, when a new team member comes on board it is vital that they participate in an Employee Induction Program. Why?
An EI Plan ‘Sets the Scene’
An effective EI System showcase’s the company’s history, its mission statement, the direction its heading, company policies, training programs, and the culture within the organization.
Tools to assist with induction:
* Employment Terms and Conditions checklist
* Employee Induction checklist
* The first three months of employment
* Probationary Period Assessment form
More importantly, Employee Induction Procedure’s outline what the company expects from their employees.
Facilitated correctly, the employee will be better able to understand where they fit into the organization and in what direction it is heading. The sooner that is in place the more productive they will be so the perfect time to implement EI Procedures will be during the probation period.
Is a Probation Period Necessary for Every Full-time Employee?
Yes. Implementing an EI Plan at the start of a probation period will ensure the new employee a rapid and smooth transition into their new position. It also gives the Manager time to observe the new employee and decide if he or she is suitable for the role. Email me to access a FREE copy of the Employee Induction Plan.
Use the points below to ensure an effective EI System.
1. Utilize the ‘Employment Terms and Conditions’ checklist, the ‘Induction Schedule’ and the ‘Employee Induction’ checklist.
2. Conduct a brief initial induction.
3. Prioritize the EI Program and facilitate with shorter meetings over three to four weeks. This avoids information overload and the tendency to ‘dump’ information on the ‘newbie’.
4. People want to believe they can ‘fit in’ so during the initial meeting talk about the culture inside the organization.
5. Get the new employee to their work site as soon as practicable.
6. Involve their immediate Manager as soon as possible.
7. Give them achievable goals within the first couple of weeks.
8. Initiate a ‘buddy’ system where the new employee can go, to seek advice and assistance. This person may be able to offer ‘on the job’ coaching to fast track the new employee’s development.
9. Complete a Probationary Period Assessment form.
Tip: The HR Department or Senior Manager should handle the Organization Induction. The Manager directly responsible for the new staff member should handle the Departmental Induction.
EI Procedures demonstrate that your company is interested in their employees. Studies show that employees who feel valued in their jobs and secure about their futures are better employees and less likely to leave. Staff retention is paramount!