Apple, Booking.com, Microsoft, Nike, Google and many more growing corporate organisations have an induction plan for their new employees.
Do they know something we don’t know? Probably not, apart from the fact that new hires need an onboarding process to give them the best chance of success in their new organisation.
It might surprise you that many companies still don’t implement a structured onboarding process, or if they do it’s woolly.
Getting your new employee to sit down for a few hours with a top performer and then shadow someone else for the first week isn’t an induction process!
But SME’s Are Different to Corporate Businesses?
No, they aren’t when it comes to people management and development.
Yes, a corporate organisation might have a bigger HR or learning and development team. However, putting a structured onboarding plan together will reward you for years to come and isn’t a secret process.
Here at Lucy Walker Recruitment, we have spoken to a few hundred thousand candidates over the years, and this critical area of induction into their new company is key; being welcomed and knowing what is expected, with an ongoing plan makes a massive difference to them.
Earlier this month, a candidate came to us who had moved to Leeds from Shropshire. Onboarding was an important factor for her. When she arrived at her last company, the receptionist didn’t even have her name down as starting that day. Her manager was in a meeting and wouldn’t be able to see her until 4pm.
Eventually, someone came to get her. When they walked into the office, her desk wasn’t there. Apparently, the delivery was late, and she was asked to pull up a chair next to a colleagues desk. As you might imagine, hardly a warm start.
Getting the right person for your organisation is one thing. Making sure they feel welcomed and understand what is expected of them is something else.
As we mentioned earlier, an induction programme ensures the new employee is set up to succeed in their new role. It also validates in their own minds that they choose the right organisation to join.
Contrary to popular belief, many of us would stay with a company if our needs and aspirations could be met. Your induction process is your first opportunity to demonstrate this.
You need to ensure that they understand:
Your Policies and Organisational Structure
Acceptable and Unacceptable Behaviours - If you have a specific dress code or policy on lateness, communicate that now. There is no point getting frustrated that Brian consistently turns up late if you didn’t describe what was expected of him when he started.
Your organisational stance on Social Media - This is the time to communicate this, and have it documented in a staff book or handout that they keep and sign.
Depending on their skill level and understanding of the role in question, it’s important to set milestones linked to their probation and how you expect their career to develop. This is as important for new trainees and experienced recruits.
For instance, if you have a new trainee sales representative, when do you expect them to be fluent in how your products work and how to sell them? What about call or sales volumes?
And what support, coaching and mentoring will you provide to ensure they achieve them?
Though this might appear obvious, knowing who is responsible for what and who they should approach sometimes needs clarification. It’s not uncommon for a naïve recruit to email their second line manager rather than first because they ‘got on so well’ with them at interview.
The are many advantages to developing your own induction process. Though some of these might be obvious, it’s certainly worth a recap.
The new employee feels welcome and that they matter from day one
Expectations are set from both sides, that then help employee performance
Accurate information is received by the new employee
Employees are kept focused and supported to perform from day one
A professional impression of the company and your management style is created
At Lucy Walker Recruitment we have had extensive experience in what makes a great induction plan. If you want to discuss this further get in touch by calling Leeds 0113 367 2880.