Find out how to plan successful inductions for your young staff.
When you bring a new member into your team, the first few days are critical. This is particularly true when you are employing young people, some of whom might be entering the world of work for the first time.
The right induction process can help a young person to feel welcomed and valued in the workplace and can help them to get started in their new role on the best possible footing. This sets them up for a positive experience and long-term success. Conversely, however, the wrong induction process (or no induction at all) can leave them feeling demotivated, undervalued, and unsure of their place in your company. This can leave a bad impression which may be hard to shake.
Read on to learn about our top tips for planning successful inductions that will start off young employees’ journey with you in the most positive way.
Define Your Goals
During an induction, your new employee should learn everything they need to know about the norms, customs, and expectations of your workplace. They should also learn at least the basics of their job role, complete any mandatory training, meet the relevant people, and receive any equipment they will need.
To plan a successful induction, you first need to identify what you want it to achieve. Make a list of everything your new employee will need to have learned or completed by the end of their first week. You can then refer to this as you plan the induction process to ensure that everything has been covered.
Make a Pre-Day-One Checklist
Next, work out what needs to be done before your new employee arrives on site for their first day with you. Perhaps you need to get their computer ready, ensure that any personal protective equipment is ready for them, or arrange appointments for them to meet various members of the team.
It can be extremely off-putting to an employee to arrive on their first day only to find out that things aren’t ready for them. You only get one chance to make a first impression, so put plenty of effort into this part of the process.
What Training Will They Need?
This may need to be tailored depending upon the role and the individual, as different employees will have different training needs. If you’re not sure, don’t forget to ask for the employee’s input into what training they think they might need.
It is likely there will be some mandatory training that they need to complete. This may include things like health and safety, equality and diversity, or data protection training. There may also be role-specific training they need to complete, such as learning how to use a specific computer programme or piece of equipment.
All of these training sessions will need to be scheduled into the induction plan. If there is self-directed or online training to complete, don’t forget to build in time for this as well.
Who Do They Need to Meet?
New employees will meet a lot of people and have to try to remember a lot of names during their first week. While it can be helpful to have them meet everyone, it is also a good idea to schedule one-to-one sessions with key members of the team. This may include the relevant members of senior leadership, department heads, and colleagues with whom they will be working closely.
How long you should allow for each one-to-one will depend upon the goals for the session. If it is simply a quick meet and greet, then around 10 minutes will be enough. If the employee will be providing any kind of training to your new starter during the session, then an hour or two might be more appropriate.
Assign a Mentor or Buddy
The first week of a new job can be daunting for anyone, and this is particularly true for young people with little or no experience. One great way to make the transition easier is to assign them a mentor or buddy who will be responsible for guiding them through the first week. This is a person they can go to with any questions or concerns, as well as a friendly and reassuring presence while they get acclimated.
If possible, assign a younger member of staff to mentor a new young employee. Having someone of a similar age to talk to can help them to feel more settled and at home.
Create a Timetable
Once you have scheduled all relevant training sessions and one-to-ones, create a timetable for your new employee’s first week. This should tell them where they need to be and with whom at what time, and can provide a clear roadmap to help them settle in.
Send Them the Plan in Advance
It is always nice to send a new employee a friendly email a week or so before they start with you. Tell them that you are looking forward to welcoming them to the team and ask them if there is anything they need or if they have any questions.
At this stage, you can send them the timetable for their induction week. This can help to put new young employees at ease by letting them know exactly what to expect when they join you. If you need them to complete any pre-start paperwork or bring anything in particular with them on their first day, say so at this stage.
Check In Regularly
Finally, remember that the only way you can know how things are going for your new employee is to ask them. Therefore, make time to check in regularly during their first week and beyond. Invite them to share any concerns they have, ask any questions, and provide any feedback on their experience that may be useful.
This sets up an environment of openness and trust, which is crucial for ensuring a long-lasting and positive relationship between your company and your new young employee.
