The ability to retain staff is a significant determinant of organisational success. As recruiting and training is costly, it is wise to create a workplace that people don’t want to leave. Research has shown that employees decide in their first few days whether they will stay. They might not leave immediately, but if that is their decision, they are not fully engaged. First impressions count.
A great induction process lowers the risk of staff turnover. This includes having recruits’ logins activated, and their workstation, keys, door codes and personal protective equipment ready before they start. Help orient them with a floor plan and organisation chart. Assign a buddy for the first few weeks to show them around the building, introduce them to the team and answer questions. Make sure things like hours of work, dress code, where the lunchroom and toilet are, and where to put their bag are clear.
Show them the hazards, emergency evacuation points and health and safety procedures on the first day. While it is important that they understand the vision, mission, products, services and policies and procedures, sitting recruits down with a manual to read for a week is not good. Help overcome any anxiety they may feel about being able to do their job by teaching them how to complete at least some of their tasks in the first week.
Plan regular informal meetings during the first few months to give and receive feedback, develop a relationship of trust and iron out any misunderstandings quickly.
This article was first published in the Mercury Bay Informer of 27 November 2019. See www.theinformer.co.nz