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Departments/Business matters By Andrea Stevenson, Staples Rodway, Hawke's Bay
Employee induction adds value
The rst days in a new job are often confusing for employees. An induction process that is well thought through is valuable and will ease the way while establishing company expectations.
MOST ORGANISATIONS want any new hire to hit the ground running, but often the induction process is ad hoc or skimped on due to work demands.
Construction companies are no di erent, often covering the health and safety compo- nent well but missing the opportunity to ensure other key aspects of the role are covered.
That means there is a risk the new employee is not thoroughly informed about all aspects of the role, the company, how things are done or crucial policies and processes.
Provides structure and clear expectations
The rst day, week or month in a new role or workplace can be daunting at the best of times, let alone when no structure is provided and employees or contractors are thrown in the deep end with limited help.
The induction process – or on-boarding as it’s frequently called – is often under-rated and underutilised, yet employers should not underestimate its value. Getting it right can help new recruits become productive faster
and integrate into the role and organisation more quickly. It also enables employers to set clear expectations.
Reduces performance matters later
Induction is your opportunity to set clear parameters and requirements so the employee knows how things are done. Undertaking a robust induction process can be a means for thwarting performance- related or conduct issues. Further, it can prevent much of the confusion we see arising later in the employment relationship.
Performance issues are often avoided if performance expectations are clearly established at the outset. Simply relying on an employment agreement or a generic job description is not enough.
Allow time for new employees to receive a thorough induction at the beginning of their employment, and you’ll ultimately save time, resources and money by not having to deal with performance-related matters later. You’ll also spend less time and money on nding replacements.
Plan the induction
Induction doesn’t have to be a formal process and will vary between workplaces. However, it should be properly planned with allocated responsibilities and consistently delivered to ensure that all new employees are treated fairly and receive the same information.
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