subject: How To Make Induction The Start Of Effective Employee Performance [print this page] Summary Summary
When someone joins your company you have an opportunity to set a successful union in place. When induction is effective, you, your company and the new employee gain real benefits.
Everybody Wins ..... or Loses
The new employee develops a positive and helpful attitude towards the company. You gain a committed and conscientious employee. But the reverse is true too. If induction is sloppy and careless, the new employee will be less committed. This will affect the quality of their work.
Final Act In The Selection Process
Selection is complete only when the new employee is comfortable and competent on the job. Induction closes the selection loop. You owe it to yourself to complement your selection process with an equally professional induction.
Induction Plan
You wont have a successful induction without a good plan It should be prepared in advance. Each step in the plan should include
measurable performance standards
a maximum time for reaching competence in each step
tests to check employee competence before training. If the new employee displays adequate competence in a skill dont waste time training them in that skill
flexibility: let the new employees move as quickly as their demonstrated competence allows
a design that enables the new employee to quickly demonstrate some relatively straight-forward competency. Showing competence quickly will boost confidence and self esteem
a grading of skills from "easy" to "complex". Use proficiency at lesser skills as the motivation to proceed to more complex e.g. "When you show me you can do this, we'll move on to ..." ..."
transparency: Ensure that the new employee knows the complete induction plan in detail before induction starts. You should also include some simple way they can check their progress
review periods. Review the progress of the induction at regular intervals until you consider the employee shows he or she is competent. These reviews should be included in the timetable. They can be time or competency based e.g. after 8 hours or after demonstrating competence in .....
Meaningful Work
The new employee must do meaningful work during the induction. Watching someone else do the job, sitting with another employee or "reading the manual" to "get a handle on it" are virtually useless and may be demotivating.
Induction and Orientation
Understand one thing about induction above all else. What every new employee wants is
to develop on job competence as soon as possible
to be seen by peers to be making a worthwhile contribution
Thats what you want too: on job comfort and competence. Knowing who fits where around here, company history and other useful information is most useful. But not now. The time for orientation is after the new employee is settled and competent on the job. Theyll value the information far more highly then.
Conclusion
It doesnt require much effort on your part to establish a professional and effective induction. Youve spent a great deal of time, effort and money to convince candidates that you and your company are worthy of their best contribution. A good induction will reinforce that. A poor one will have the opposite effect.
