28% of employee turnover occurs in the first 90 days of employment?
If you want to minimise employee turnover in the first 90 days (or the first 12 months), then it’s time to implement a comprehensive induction and onboarding program.
Trust us! Hiring new people every couple of months for the same role is not only time-consuming and costly but mentally draining and not good from a workforce perspective nor for customer satisfaction.
Induction vs onboarding?
Induction is the initial (or first day(s)) process which should communicate the knowledge and application of your management systems. For an employee, it will cover the terms and conditions of employment. As a priority, the induction program must cover any legal and compliance requirements for your employee and pay strong attention to any workplace health and safety requirements.
Onboarding is the process undertaken during the initial weeks or months, so new hires adjust smoothly to the social and performance aspects of their new job. It will often be the probation or qualifying period and will make them feel welcome. They will come to know and understand the attitudes, knowledge, skills and behaviours required to function effectively within the culture of your business.
Onboarding assists in building relationships; ensuring expectations of both parties are met and developing the employee’s knowledge of the culture which strengthens their commitment through role clarity and self-efficacy.
What should induction cover?
- An introduction to your company/department/team and its personnel structure;
- The current organisational chart listing roles and names plus a staff telephone listing;
- Where appropriate, a layout of the establishment, depending on your building size and structure;
- The terms and conditions of employment;
- Relevant personnel policies – e.g., training, promotion, and health and safety;
- Review of the Employee Handbook;
- Arrangements for your new employee’s involvement in their business area or unit;
- Employee benefits or facilities;
- Copies of any company marketing material or brochures; and
- An induction checklist, which will be used as a quick reference guide.
What are the benefits of an induction program?
i) A positive perception of your business as an employer;
ii) Increased probability of retention of your new employee;
iii) Operational efficiency as new employees become productive sooner; and
iv) A happy and motivated workforce.
i) Feel welcomed into your business and integrate more effectively;
ii) Feel they made the right decision to join your organisation;
iii) Help to build the new employee’s self-esteem, morale, and sense of motivation; and
iv) Establish good communication between the supervisor and the new employee.
What should onboarding cover?
Each company’s onboarding will vary depending on their company culture and business requirements. Below are some basic tips below that could help inspire your company’s onboarding program.
Saying hello, G’day, Bonjour
- Advise current staff of the new hire prior to their first day; this ensures your staff are aware of any induction activities in which they need to participate and can schedule diaries accordingly;
- Introduce new hires to their team and the organisation; and
- Demonstrate your unique company culture – e.g., hold a welcome morning tea or schedule an employee activity or event to coincide with onboarding.
- Designate a buddy or manager to help facilitate the onboarding process;
- Ensure the new hire feels comfortable asking their buddy any questions and feel supported in their role;
- Always ensure there are clear avenues of communication available to your new hire, their buddy and a fellow manager/supervisor.
Continuously connect and communicate.
- Schedule discussions on a regular basis – e.g., the end of the first day, first week, month three and mid-point of the fifth month during the probation;
- Gauge how they are settling into their team and your business;
- Confirm the new hire is across all legal and compliance requirements;
- Discuss job satisfaction, identify training requirements, seek employee feedback; and
- Discuss employee performance – achievement vs expectations.
If you have any further questions on recruiting or need support with your people and culture, then get in contact with Akyra for an obligation free conversation.
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