How To Plan A Good Induction

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Induction, what’s that?

Before your new employee starts it’s important to plan out a robust induction for them which will help, support and train them in their new role. Planning out their first week won’t only help them to settle into their new role and the company, but will also help you as their manager.

I have seen it before when a new employee starts, they are shown around the office, taken to their desk and then either the manager is scrambling around to find them things to do or they are just left to get on with it.

By this time the manager is feeling stressed at trying to train a new employee and the employee is wondering what type of company they are working for. It doesn’t need to be this way. Here are some simple tips to help give your new employees the right impression.

What to teach them first?

On their first day it’s best of to start simple, but with a warm welcome. Giving them a warm welcome reinforces that they have made the right choice in accepting the role. Give them a tour of the office and the usual meet and greet.

It can be really useful to give employees a seating plan of the office which includes their colleague’s names. There’s nothing worse than wanting to ask someone a question but you can’t remember their name.

Now your new employee knows the basics of the office onto the computer systems.  Before the new employee starts test out their logins to make sure they work. Having IT issues on the first day can cause chaos. Once you know all the logins work, set time aside to train the new employee on the systems.

The Job description

To establish what a new employee needs to be trained on the job description is the place to start. Go through the job description and detail what they will need to know in order to carry out each task. From there you can start to plan out their induction detailing how much time you will allocate for each section, who will be training them and what the outcome is of each training session. Part of the training should also allow for self-studies, time to reflect on the training by going through their notes or material that has been provided and to practice what they have learnt.


During the employees first six months it’s important to have regular feedback and review sessions so that the progress of the new employee can be evaluated. This will ensure both you and the new employee know if they are reaching their targets.

Who’s my buddy?

Assigning a work buddy to your new employee can really help the new employee to settle in. It gives them someone from day one that they can go to for help and support or to have lunch with.

Making sure your employee fills welcome and that you know what you are doing goes a long way in ensuring your new employee will not leave during their probation period. It can cost a fair amount to get your new employee so make sure you continue to invest in them to keep them.  

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