Make The First Seven Days Count
Build a better induction program
Key learning outcomes:
- Recognise that a well thought-out induction program will ensure a smooth and rewarding transition for new employees.
- Show empathy and build rapport in an employee’s early days in your business.
- Develop a detailed activity plan so new employees don’t feel uncertain or anxious.
- Use the probation period as an opportunity to regularly review progress and address any issues that arise.
Very often an employee’s first week with you is make or break time. Like so many situations, first impressions can be lasting and if the new employee has a rough start it can be hard to fully recover from it. In this article we will suggest some ways to improve your new employees’ chance of success using a structured orientation and induction program.
The very first step is to put yourself in the employee’s shoes and think back to how you felt when you started a new job or a situation when you did not feel as confident as you usually do. Understanding how the employee feels will prompt you to come up with a well-structured induction program. In the first few days, most new recruits feel nervous and anxious. At the same time they will have a strong desire to make a good first impression on you and others in the business. Our job as the employer is to reduce their stress and anxiety as quickly as possible and start building their confidence so they are able to do a great job. One of the most important parts of an induction program is simply letting the new employee know that you understand how they are feeling and that you are there to support them.Would you like to see the whole article?
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