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The induction of new employees often determines whether a new employee feels welcome and comfortable in the company. This article is about how to make the induction period with new employees as effective and meaningful as possible. After all, the recruitment process for qualified and good employees is not only lengthy, but also very costly.
The basic rule for induction is: if you make them feel welcome, they will want to stay. This is no longer a problem with an induction plan template.
You can find out everything you need to know about induction plans in our encyclopaedia article.
Definition: What is an induction plan?
An induction plan is a part of the recruitment process that deals specifically with how a new employee will be trained by the employer and colleagues during the initial period. If this induction plan is well planned in advance, the process as such can be made very straightforward and pleasant.
On their first day, new employees are faced with many new tasks. They should feel at home in the company right from the start and know exactly what their areas of responsibility are and who their contacts are. It is therefore best to use a template for the induction plan so that nothing is forgotten.
An induction plan is needed to integrate new employees into the company both professionally and socially during induction. The rough structure of an induction plan includes a list of all activities and tasks that the new employee has in the company and the information they need to complete them. The induction plan should also include an organizational plan of how long the induction phase will take.
Who draws up the induction plan?
The employer should be significantly involved in the creation of an induction plan template. However, it is clearly best if the previous employee, who was employed in the position in question, incorporates their previous working life into the plan. In this case, the outgoing employee knows best how their working day runs and which functions they fulfilled in the company and how.
Good to know: The induction plan can also function as a timetable.
Of course, the HR department that hired the applicant should also be involved in drawing up the induction plan. After all, the HR department knows best what strengths the new team member brings to the table. If these various responsibilities are taken into account during induction, you can be sure that the induction will be structured in a targeted manner.
Who is responsible for the induction of a new employee?
The line manager should always be involved in the induction process, as in most cases they will also be the new employee’s point of contact. However, it definitely also makes sense for colleagues in the relevant department to be involved in the induction, as they can give valuable tips about the job. This also allows the new employee to get to know the colleagues with whom they will have the most contact during their work at the company.
How long is the induction period?
How long the induction period will last depends very much on the company and the relevant activities and areas of responsibility with which the new employee will be confronted. It can be a few days, but also several weeks to months. There is no clear recommendation here. However, it makes sense to structure the time period in such a way that no area is forgotten during onboarding.
Important: Regardless of whether the new employee’s induction phase lasts a few days or weeks, it is important to have a structured plan for the task.
What costs are associated with induction?
The question as to why successful employee retention is important for companies is answered very simply by the fact that the recruitment and induction of a new employee costs the company six to nine times the actual salary.
However, it is not just the financial aspect: the time that colleagues and superiors spend on the induction phase must also be taken into account.
Why is a good induction plan so important?
The saying “First impressions count” may be a cliché, but there is a lot of truth to it. A new employee should feel comfortable in the workplace right from the start so that they can work productively.
If the new employee has to find their own department on their first day or has to deal with surprised colleagues because they first have to explain who they actually are, this does not leave a good impression.
Especially because hiring new employees incurs high costs and the recruiting process can take several months, it is more than unfavorable if the new team member leaves right after the probationary period or perhaps even before.
With an induction plan including a structured induction plan template, you can counteract high employee turnover.
What does an induction plan need to include?
The induction period should ideally be started by the responsible HR manager as soon as the employee is hired. A good induction plan should always include the following aspects:
Before the first day of work
If the new employee has access to the company philosophy or information about their areas of responsibility and activities in their new position before they start work, they can prepare themselves well in advance.
Good to know: Onboarding doesn’t just start on the first day of work. You can find out more about the onboarding process in our article Onboarding employees, which shares experiences and tips for successful onboarding in the workplace. In the first week of work
During the first week of work
On the first day of work, new employees receive a warm welcome from their coworkers. If not already done, the employment contract should be available and signed and ideally all materials should already be ready so that the new employee can start work straight away.
Paperwork should also be dealt with in the first week of work and the new employee should know who to contact if they need help. It is worth ending the first working day with an after-work beer or a meal together so that the new colleague can make friends and have an initial exchange.
In the first few weeks or months
Even if the new employee has already got to know the premises and has been able to familiarize themselves with the company processes, the induction period does not end there.
It is valuable to hold regular information events, training sessions and feedback meetings. Colleagues and the responsible employee should continue to listen to the employee’s needs and questions so that they feel comfortable. A permanent contact person can also be very good at gathering feedback in order to further improve the induction process.
What should a good induction look like?
The concept can be well developed in theory, but it is no good if it is not then applied. Regular checks should be carried out to ensure that the induction plan is actually being applied.
After all, everyone involved has an interest in a pleasant working relationship. Small mishaps are not a problem as long as you keep talking to the employee and give them the opportunity to seek feedback and help.
Why is a successful start important for employees and companies?
Due to the shortage of skilled workers and the high costs associated with recruitment, it is important that the first impression is right. After all, it was not easy for the HR manager to find out who fits into the company both professionally and personally (cultural fit).
If the employee feels comfortable, they can work more productively and know better what their tasks are. The company benefits from the fact that the employee can work more conscientiously and remains with the team in the long term.
