Tag Archives: induction

Employee Engagement Starts Here

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!



Hit the ground running

Holiday coverYour first day in any job can be daunting. It’s all new and can feel a bit lonely. Hardly the best place to be to give your best.

So whether you’re taking on seasonal staff for the summer or full timers you want to do everything in your power so they can get off to a flying start, and have them start paying their way.

If all you do is give them a uniform and tell them to get on with it, they could be doing more harm than good.

Everyone needs a thorough induction with good support and direction.

Here are my top 10 basics to cover with any new member of staff, whether for the holiday season or at any other time of year.

  1. Teamwork is key. Introduce new staff to the whole team, defining everyone’s areas of responsibility to ensure no gaps and no duplication of effort. Avoid the frictions that occur when someone hasn’t pulled their weight or others are seen to ‘interfere’ with your way of doing things.
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  2. Don’t leave them floundering or too scared to ask for help. Establish a clear line of reporting, and who to go to for help and guidance when needed – ensuring, of course, that this person will be patient and supportive when asked.
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  3. Everyone needs to know what’s expected of them from day one. Clarify basic standards of dress, staff behaviour, time keeping, break allowance, staff meals, security, food safety, health and safety.
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  4. First impressions count. Specify your establishment’s standards for welcoming and greeting customers, including the booking procedures if this is part of their role. Your customers don’t care whether they’re new, temporary or a trainee; they’ll still expect a consistent level of service and care.
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  5. What is their role in up-selling, and what are the products you want them to promote, including any future events?  If your core team are incentivised, make sure you include seasonal staff in the scheme.
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  6. People can’t sell something they don’t know exists. Ensure a thorough product knowledge – what does your establishment offer – times of service, complementary products, etc.  Let your staff taste dishes, explain what accompanies what products, or anything that’s normally sold together, what it should look like, what prices include and what’s extra (especially with packages or promotions).
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  7. Establish protocol in dealing with difficult situations, customer complaints, and awkward customers.  Define the line between handling themselves and when to seek intervention from a manager or a more experienced staff member (and who that person is).
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  8. Run through the payment procedures, including any security procedures or checks needed.
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  9. Avoid being let down at the last minute – Provide out of hours contact numbers and establish procedures for sickness reporting.
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  10. Maintain your reputation as a good employer. Treat seasonal staff well, and they will be willing to come back next time you need an extra hand. Give them something to look forward to and keep them interested for the whole season.  Involve them in any after work social activities and maybe some incentive awarded at the end of the season.


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