REWARD INSIGHT
Setting up for success
Julie Lock, general manager (Flexipay) for Mitrefinch Ltd, provides ideas and advice for inductions
O nce you have selected the right candidate to join your payroll team, their success starts with their induction: a great induction will set both of you up for success, a poor induction will set you up to fail. Familiarity with the organisation and the working environment significantly determines a new employee’s subsequent attitude towards their employer, the quality of their work and their performance. An organised induction reduces the negative effects of the drastic change of environment and lifestyle; and accelerates the adaptation to conditions that employees meet at a new job. The purpose of the induction is to make the social and psychological adjustment quicker and easier for new employees in a organisation and its business policy, mission, vision, strategy and plans, and to provide an introduction into the code of conduct and work environment. Taking time to welcome the new employee is very important as it gives you the opportunity to ensure they understand the organisation and allows you to further develop their excitement and enthusiasm. Inductions need to be thorough and cover all the necessary information that your employee needs to succeed. There are many benefits to providing a well-thought-out induction, including: l ensuring the employee settles in and develops a firm understanding of their employer’s visions, values and targets l building a good rapport with and helping the employee feel comfortable in the new environment l increasing staff retention, and lower staff turnover. There are some basic factors to cover, such as health and safety requirements, so make sure you cover everything as effectively as possible. Done well, the induction will: new organisational environment. The induction includes activities to familiarise the employee with the
l create a sense of belonging l provide information about the organisation and its business policy l explain the benefits, groups and activities that exist l emotionally connect the employee with the organisation l eliminate anxiety. ...many benefits to providing a well-thought-out induction... It is a legal requirement for an employer to cover health and safety (H&S) information, which must be provided on the first day or before the new employee starts doing any work. As an employer, you must: l provide details of all H&S precautions an employee must take to ensure protection from harm in the workplace l inform of any training they will need to carry out their job in a safe manner, without endangering others; additionally, include details of any personal protective equipment they will receive l ensure awareness of what to do in the event of an emergency l provide details of the insurance policy in the event your employee suffers an illness or injury from workplace activities. The following should also be included in the induction process to provide the employee with the best start possible: l Show your employee around the organisation. Think about their personal needs: rest rooms, break areas, the low- down on kitchen etiquette etc. When giving a tour start by introducing them to your line manager and the payroll team. Be careful not to bombard them with too many introductions. Set up meetings with various departments spread over their first week.
Don’t rush out all the introductions on day one, especially if this is going to stress out your new recruit. l Organise a ‘buddy’ for the new employee to work with and set up a meeting with this mentor on day one. He/she will be the first point of call if your new employee has any concerns. l Collect all the vital documentation you need from your employee on the first day. l Information like where to find the facilities, hours of work, lunch arrangements and holidays are also important to set out on the first day. When inducting, don’t: l bombard the employee with too many new people, too much information and loads of paperwork as this will only end up making him/her feel overwhelmed and flustered. Instead, stick to the important information and organise sharing other information and introductions with various departments across the first week l leave your new recruit with nothing to do or taking lonely breaks. Make sure that the employee has company on their breaks if it’s desired and use downtime productively l force the employee to jump straight into their role, without any proper instruction/ induction, as this will leave them with a lack of confidence in their ability to fulfil their job requirements. It is very important to gradually introduce them to their role, providing the opportunity to attempt various tasks in a supportive environment. The most successful organisations of the future will succeed because of their ability to encourage the inclusion of all employees in making decisions, developing knowledge and learning opportunities at all levels of the organisation. So, make sure your induction creates a natural pathway into learning and development planning and to sustain the positivity created by your great induction experience, and ensure regular check-ins are in place between new employee and line manager moving forward. n
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| Professional in Payroll, Pensions and Reward | June 2019 | Issue 51
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