Invest time in new employees and retention will increase. Here are our Top 10 Tips for inducting new employees.

1. Top10Tips
Chrysalis Consulting
mail@chrysalis-consulting.co.uk
01733 865026
chrysalis-consulting.co.uk
Chrysalis Consulting Ltd
26 Priestgate
Peterborough
PE1 1WG
Inducting New
Employees
When recruitment and selection processes have
been successful and the right person has been
selected with the right attitude and skills, supporting them through
induction increases the likelihood of engaging and retaining them.
Here are our Top 10 tried and tested tips:
Invest time in
new employees
and retention
will increase.
1
Prior to Day One
Before they even start working with you ensure that they have their contract, offer letter and any other
relevant information in advance. Let them know what to expect on day one including who to ask for on
arrival and what to wear.
3
Map Out Their Induction
Map out key milestones during the induction process. Ideally, give them a timetable on day one that maps
out their first week. Let them know who they are meeting and when and what they should have learnt and
have done by the end of week one, week two, month one, month two etc.
5
Give Them a Buddy
The first few weeks of any new role can be daunting regardless of their knowledge and experience.
Introduce them to their buddy on day one and encourage the buddy to join them for lunch for the first
few days. This allows your new team member to have conversations they may not have with you as their
manager and allows them to relax into the role and the company more quickly.
9
Do ‘What You Say On the Tin’
Ensure that how you have advertised the role and your business and what you have said at
interview stacks up. I once started a role with an ‘inclusive and engaging employer’ who forget I
was joining and I had to wait two days to meet with my manager or be given my IT access.
7
Observation
Allow your new team member time to observe their colleagues or
shadow them for a week or two so they get a real feel for your
company, how others work and how they fit in to the bigger picture.
2
Put Yourself in their Shoes
If you were a new employee what would you need to know? Don’t take for
granted that they will ask or just find out about refreshments, toilets,
cloakrooms etc. show them and tell them.
4
Set Core Objectives
Let them know what their objectives are and the support available to complete them. This could be
equipment, research, courses, working with others etc. Engage with them to agree objectives and timescales.
Remember the tried and tested method of: I do – I do, you watch – We do – You do, I watch – You do
6
Spend Time With Them
Allow yourself time at the beginning, during and end of the day to have a quick
catch up with them about how they are feeling, how they are finding things and
whether they have any questions or concerns. If you don’t prioritise time with them
in their first few weeks it is unlikely they will feel valued in the long term.
8
Be Patient
Different people have different learning styles and your new
team member may learn differently to you. You were new once
too, be patient, be considerate and be supportive.
10
Professional and Fun
Induction doesn’t have to be dull. Encourage new employee to have fun, engage with others and
learn in an interactive and engaging way. Your employees are your best source of advertising
and you don’t want them telling friends and family that you aren’t a great employer.
If you don’t treat your staff well what type of service are you giving your customers?