David Jenkins & Associates — How do you introduce a new employee to your business?

How do you introduce a new employee to your business?

by David Jenkins

Do you have the “sink or swim” approach to introducing new employees to your organisation? Do you find there is a low rate of retention for employees who have been with you for a short period?

Induction or orientation is an essential part of introducing a new employee to your organisation. Without it, an employee can never feel part of your team, workplace or organisational culture.

The length and topics covered in an induction programme are related to the needs of the business, the type of position and whatever workplace training is offered after induction. The introduction to the business, if anything, should be seen as equipping your new employee with survival skills they will need to start work in your business.

There are two key elements to any successful induction programme. First, make it relevant to the workplace, with real examples and up-to-date resources. Second, get the new employee’s manager, supervisor, and colleagues involved from day one. This helps the employee to feel part of the organisation. It builds communication and strong workplace relationships.

The topics to include in an induction programme can be a complicated matter but at least look at including three main categories:

  • Business Introduction
  • Safety and Workplace Orientation
  • Business-Specific Topics

Business Introduction can cover topics such as the history, values and future direction of the company and the employee’s role in helping to achieve these goals. Safety and Workplace Orientation can cover the health and safety requirements for the workplace. This would also include giving the employee a basic understanding of how to move around in the workplace. Business-Specific Topics is where important business processes or requirements can be made known to the new employee. This last category also provides a good opportunity to emphasise policies and procedures that have been found to be causing problems within the organisation recently.

Lastly, think about the timing of induction. Arrange to conduct it when the employee starts — not six months later!