Effective Induction - More Than Showing Them the Lunch Room

Induction or orientation to the work place typicallyleaving within the first few weeks because they
involves showing the new employee around, tellingfelt they had joined the wrong organization.
them about the organization and showing themTo overcome this, a comprehensive checklist,
where they will be working - if it happens at all.which is broken into stages and starts before the
After selecting the right person, ensuring anfirst day of employment, should be developed.
appropriate induction is probably the next mostSpreading the process over an appropriate period
important event in maximising results from peopleaids learning and allows them to receive the
- yet it is often left to chance. Even many largeinformation when it is required. This is better than
organizations only provide induction programsone block of time dedicated to induction.
when there are enough new employees to makeAt the completion of each stage the program
up a reasonable sized group. This can often beshould be signed off by the supervisor and
weeks after someone started. Meanwhile theiremployee and then safely filed. The company tour
introduction to the workplace depends on howand overall information can still be done as a
aware and professional their supervisor is.group if this is more practical but the key issues
Ensuring an effective induction program whichcannot be left until then.
reduces or removes any legal liabilities and helpsThe pre-employment stage should include such
the employee start to make an early contributionthings as ensuring the workplace is ready for the
should involve a comprehensive process which isnew employee, documentation, dress code
the responsibility of the recruiting manager.advised, medical, employee handbook, parking, and
Many people are unaware of the risk being takenan announcement to other staff.
if the new employee is not made aware ofThe next stage should cover day one and start
certain policies, occupational health and safetywith someone being designated to greet the new
procedures and other areas covered byperson. First impressions really count. More
employment legislation. There are plenty of casesdocumentation can be provided at this stage and
where employees have just never been toldan overview of policies and procedures - especially
what their obligations are and the employer takesthose with legal ramifications.
the rap.Later stages, which may extend up to the first
Another reason is to get the new employee upmonth or two, can involve more information
to speed as soon as possible by taking care of allabout the organization, more policies, benefits and
their information and support needs as early asmore job related issues.
possible. This will help them achieve theEach organization will be different but most people
"expectations of success" that should have beenwant the same. They want to feel they work
established prior to recruitment, and give themsomewhere that is professional, where they are
the best possible chance of passing their probationwelcomed, supported and valued and all the
period. There are many cases of employeesimportant issues are taken care of.