Nearly every business owner I know lists recruiting and retaining good staff high on their list of priorities.
Having gone to the effort and expense of finding a good fit, don’t waste this by poor induction.
The first few days and weeks in any job will determine how that person feels about your business and whether or not this is the place they want to stay and if they’re able to pursue their career here; is this an environment where they can feel happy and get on with their fellow team members? Employee engagement starts here.
People like (and need) to know what’s expected of them. But induction should go far deeper than simply their duties and contractual obligations.
During someone’s first few weeks is also an opportunity for you, as you have a fresh pair of eyes to review your business, to spot things that maybe we’ve become accustomed to, and to come up with new ideas.
Start the induction process as soon as possible; the more you can do before their first day the quicker they’ll get them up to speed.
In your job offer let them know how much you’re looking forward to them coming to work for you and then start with information that lets them know that they’re going to get a warm welcome.
Create a Welcome Pack
The easiest way for you to do this is to create a standard welcoming pack. This might include:
- A short personalised welcome letter or card from you, the owner or general manager personally signed.
- The background to your business, your values and what’s important to you.
- An outline of what they’ll be doing in the first week – training, briefings, range of work.
- Map of the area with local information: banks, useful shops, a park to enjoy during their break. Go to Google Maps and print out.
- Information about personal safety at work, plus travelling to and from the job. (Particular important for those who will be working unsociable hours) This might include information about parking and public transport, even a timetable (download and print).
- For hospitality, leisure or retail businesses a voucher for them to come and be a customer with you so they can experience things from a customer’s perspective.
- Vouchers from other local businesses – find those who will be happy to do a reciprocal arrangement (all good for the local community). Make them of real value, and something your staff will care about.
- Information about social media they can connect to: the Facebook Page, Instagram account, Twitter and a private Facebook Group for staff if you have one. (And if you don’t now might be a good time to think about one!)
- A short summary of the Staff Manual with key things they need to know.
- Their contract of employment so they have an opportunity to read through this before day one
- Any current topical information, such as your latest newsletter
- An invitation to any events happening between now and when they start
- A copy of their induction programme and their point of contact for day one
- What to wear and what to bring on their first day
Putting all this in a smart folder with their name on it and sending it to them before they start will make them feel more welcome and they are more likely to be looking forward to the first day and getting into their job quickly.
You could also put this information online and give them the url to access it (or in a pdf you send to them), so you can embed links to access useful local information and all your social media pages.
So, once they start what needs to be covered in that induction to get them off to a flying start?
Next week I’ll share a handy checklist for creating your own induction programmes.
I’ll also be talking about this at the HTA catering conference next week, so if you happen to be there, I’ll see you then!