Client attraction. Business growth. Pretty profits.
How often do you hear of a business experiencing high staff turnover?
High turnover is extremely costly for businesses in both time and money lost. Employees are not very productive during the initial employment period which makes the impact of investment in training significant. These costs highlight the need to recruit and select well.
Even if you do choose wisely it doesn’t always work out.
Take any business recruiting for a particular position. They’ve offered a generous package, excellent working conditions and a role with diversity of tasks. Within a matter of months they’ve had to fill the position three times.
They begin to question they recruiting skills. They review their experiences to identify any issues that may be causing the successful applicants to leave.
Is communication poor or training insufficient?
They struggle to identify the problem.
There are usually many factors involved in the employee choosing to leave. Having worked with various businesses, most often it is neither entirely the employee or the employer’s fault.
A key factor in the long term success of a placement however is ensuring an appropriate induction. This can be a challenge especially for small businesses that don’t have dedicated a human resources unit.
So what should the induction cover?
1. General training relating to the organisation, including values and philosophy as well as structure and history, etc.
2. Mandatory training relating to health and safety and other essential or legal areas.
3. Job training relating to the role that the new starter will be performing.
4. Training evaluation, entailing confirmation of understanding, and feedback about the quality and response to the training.
Getting the induction right will help the employee and employer relationship. Any potential conflict is minimised and more easily dealt with if both parties are clear on their roles up front.
If you’re not yet convinced of the value a strong induction process provides let me leave you with some challenging, frustrating and sometimes downright hysterical issues, which combined with others, lead to employees leaving or being terminated:
→ An employee got lost on the way to work after two months in the role and text messaged to advise the manager. (Yes, you read that right. What an excuse!) The manager never received the text and the office was left unattended while clients stood waiting. A quality induction would have covered that staff shouldn’t text message or email to advise of lateness on the day it occurs. An immediate phone call is necessary.
→ A legally binding contract was created and distributed using the font Curlz MT. A detailed induction might have mentioned a style guide or that all legal documents need to be reviewed by the employee’s supervisor.
→ An employee arrived for work on a building site wearing sandals. (Surely an explanation is not necessary.)
So over to you.
Have you experienced a great or poor induction process?
Is there a documented induction process that all new employees in your business are taken through?
Do you have a great tale of work conflict you can share?