The Manager's Toolkit

Research has shown that 86 per cent of new

New employees should be introduced to their line manager (ideally on the first day) and their new team members. During the Induction allow time for them to meet key colleagues and senior managers , especially those they will have regular contact with.

hires make their decision to stay or leave their jobs within the first six months. A thorough, well planned and executed Induction builds understanding, resulting in delivery of results – helping the organisation to achieve objectives.

The Induction process may last between 3 – 6 months, depending on the role and the individual’s level of experience. A good plan is essential, however packing in too much won’t give the employee time to take things in.

A good Induction provides clarity about the role, business objectives, company values and ways of working. Remember the new environment may be quite different to what was previously experienced, give them time to settle in. Planned review times throughout the Induction provides support to the employee and gives the line manager opportunities to review performance and build a connection. It also gives the employee a chance to ask questions and check things out.

The Induction is effectively the first development process for your employee. Help your new employee become one of the team by creating moments which help them to starting building relationships.

Taking time to ensure a good Induction experience can ultimately reduce turnover. A great first impression helps to build your new employee’s commitment to the organisation.

Short term the Induction requires a significant amount of manager investment - the

long-term payoff is an integrated, independent team member.

Whilst the design of the plan is down to the Manager – the employee should be encouraged to drive the plan where they can.

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