As the saying goes, there is only one chance to make a good first impression. This means that, when new employees start with your company, it is vital to ensure that they feel welcomed, included, and valued right from the first moments they walk through the door.
A thorough, well-planned staff induction process is a vital part of achieving this and equipping new employees with everything they need to succeed in their roles. A good induction process also increases staff satisfaction, boosts employee retention, and creates a happier and more productive workplace.
Here is our staff induction checklist for ten things you must include.
An introduction to your culture and values
Culture can be defined loosely as “the way things are done here”, while your values state the principles that are most important in determining how things will be done. Together, they are the guiding lights by which an organisation operates. Therefore, your induction should make sure that new employees understand your company’s culture and values.
Provide an overview of the organisation’s mission, its vision for the future, and the core principles on which it operates. Ensure that new employees understand the importance of living the company’s culture and values, as well as what this looks like in practice.
An introduction to your company policies and procedures
Make sure that your new employees are familiar with the key company policies, procedures, and guidelines that they will be expected to abide by. This might include important areas such as health and safety, data protection policies, diversity and inclusion, staff code of conduct, and disciplinary procedures should something go wrong.
Wherever possible, provide these guidelines in writing. That way, there can be no doubt that employees were made aware of their obligations and responsibilities if a problem arises in the future.
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If your new employee works on-site, take them on a tour of the workplace to show them the facilities and amenities. They will need to know where to find IT support, human resources, and their manager or supervisor’s office as well as the bathrooms, kitchen facilities, and break room.
If they work remotely, they will still need to know how to access key people and services online or by phone, so make sure that this information is provided.
An introduction to your tools, systems, and technologies
What tools, technologies, or systems will your employee be using in their day to day work? This might include computer equipment, specialist software, communication or project management tools, and more. You will need to provide an introduction to these tools and any training on how to use them as part of your induction process for new staff.
Ideally, your new employee’s workstation will be set up with the relevant equipment they need by the time they arrive for their first day. This might include a computer with login credentials and the relevant software ready to go. If your new employee works remotely, ensure that they have been sent anything they need ahead of their first day.
An introduction to colleagues and other key individuals
Meeting their immediate colleagues and the wider team is a vital part of any new employee’s first day. If they work on-site, take them around the office and introduce them to everyone they will be working with. If they work remotely, set up video meetings with key individuals as part of their new staff induction.
An organisational chart can be a useful “cheat sheet” to help them understand everyone’s roles and place within the organisation at a glance.
An introduction to company benefits
If you offer any benefits to your employees–such as a pension plan, health insurance, gym membership, access to professional bodies or networks, or employee discounts–you will need to ensure they understand how to access these perks and make use of them.
You should also lay out the process for booking time off, calling in on a sick day, and (if applicable) taking advantage of flexible or remote working options.
An overview of their job role and responsibilities
Your new employee will likely already have some understanding of their role and responsibilities. However, your new staff induction should include a more in-depth introduction to their role, what you expect from them and what they can expect from you, as well as any regular tasks they will need to complete. Don’t forget to include information about targets and performance metrics at this stage, too.
Any relevant training
Depending on their role, your new employee might require some training before they can dive in and begin work. Make sure that you know where this training will be delivered, when, and by whom.
Ideally, when your new employee arrives for their first day (or even beforehand), provide them with an itinerary of any training they will be expected to take in their first week. This might include courses and workshops as well as self-guided training, e-learning, and required reading.
Goal setting
Once your new employee has settled in, it is never too soon to start working on setting goals and defining objectives for them in their role. What would you like them to achieve in their first month, six months, or year with you? How does this role fit into their broader professional goals and how can you help them to grow in their career?
A new employee should have a one-to-one with their manager to discuss short, medium, and long-term goals within their first few weeks.
Provide support
Starting a new job can be overwhelming, with so many things to learn and so many new people to meet. Make sure that you provide plenty of support for new starters when they are settling in. Encourage them to ask questions and talk to you about any concerns, and consider assigning a mentor or buddy who can act as a friendly face for the first few weeks. This can make all the difference in helping them to feel welcomed, included, and part of the team.
