The first three months in a job can be make or break for employer and employee. Even the most thorough recruitment and interview campaign can be let down by a poorly planned or non-existent induction phase. Research shows that employees form critical opinions in the first 90 days about whether to stay or go and the costs of replacing staff are high, up to 1.5 times annual salary. As an employer can you afford to ignore the vital role that effective onboarding plays? Here are my tips for ensuring that the introduction of your new employee to the business is a success.

TIPS FOR EMPLOYER

Prepare a thorough Induction and Orientation Plan. Otherwise known as Onboarding, a three month plan should include: introductions to key staff who the role will interact with, allowing time for discussion about expectations; an overview of the business – key products and services, clients and business processes; review of key policies and procedures such as human resources and work place health and safety. Beware of overloading and allow time to absorb important information and processes by balancing learning with doing and reviewing. Covering these aspects will ensure a clear understanding of the context within which the role exists.

Discuss the Position Description and Priorities. Take some time to sit down and discuss the finer points of the job description to ensure there is a common understanding about what the job is really all about. Be clear about your expectations in terms of reporting and where you see the employee taking responsibility. Also discuss which are the most important aspects of the role and what you would like them to focus on early in the orientation phase. Identify any training needs and resources required and ensure these are built into the Induction plan. These early discussions about the role will help provide clarity and certainty about how the role is to be carried out.

Provide regular feedback and formal monthly reviews. Starting a new job is like setting out on a journey. The new employee will have an idea of where they are going but will need regular feedback especially in the first three months to ensure they are on track with both your expectations and the requirements of the job. Lock in time for formal reviews at the end of each month for the first 3 months and discuss what is going well, what needs attention and document an action plan to monitor progress. These discussions will set the pattern for open and regular communications in the future.

TIPS FOR EMPLOYEE

Establish relationships early on. The success in any role will always fall down to the interactions with the people who most impact on your job. Get to know whom you will rely on for information and who will rely on you. Learn as much as you can about their roles and how your jobs interact. Schedule a regular catch up time, say once per month, to check in and see how things are going.

Learn as much about the business as you can. There is no such thing as a silly question, especially during your first three months. The better you understand how the business works the better the contribution you will be able to make. Review the website to see the business from a customer perspective, read any brochures or promotional materials to understand the services and product range, ask for a copy of the organisation chart so you can see where everyone fits in and be attentive and take notes during meetings. By better understanding the business you will have a clearer view about where you and your job fits in.

Manage your energy and expectations. Starting a new job can consume a lot of energy and mental space and at times can be overwhelming e.g. learning people’s names, understanding the business processes, learning about the culture and finally working out where you can make a difference. It’s called Orientation because like a compass it takes a while to get your bearings. Keep your own plan about what you want achieve and be realistic about your goals. Discuss this with your manager to ensure that your expectations are in alignment and you are focusing on what matters most.

Recruiting a new employee can be a time consuming and costly process and everyone hopes the new recruit will work out, however induction and orientation should not be left to chance! Employer and employee can significantly increase the chances of success by following a carefully prepared 3-month plan and engaging in regular, constructive 2-way feedback. This process helps lower the risk of a candidate losing enthusiasm and perhaps leaving the company and accelerates them to becoming a strong and productive contributor.

Warren Howard is Director of Howardco Business + HR Solutions, Executive Coach, Recruitment & HR Consultant and Employee Engagement specialist.

For enquiries call Warren on 0417 594 760, email warren@howardco.com.au or visit www.howardco.com.au