The favoured hybrid working model has a multitude of benefits for many organisations and individuals across the world. This mode of working has, in turn, increased the rigidity in terms of collaboration and interaction offered in an office environment. Collaborative environments often provide motivation and instant feedback which is typically lacking when working alone. Creating a health and safety induction program for new employees has never been more important.
According to the Society for Human Resource Management (SHRM), employee turnover can be as much as 50% in the first 18 months of employment. However, research from Brandon Hall Group proves that improving employee induction and onboarding can deter this. They found that organisations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%. So, why not take the steps to improve this process whilst adapting to new ways of working?
We asked our team for their expert tips on how to recreate a vibrant and motivating environment remotely and digitally in order to accelerate communicative collaboration. New starters should feel instantly part of the team, welcomed, and supported through continuous communication and interaction offered by inductions and onboarding. But firstly, what is the difference when it comes to a health and safety induction program for new employees and onboarding?
Health & Safety Induction and Onboarding For New Employees
The employee induction is a process that introduces newcomers to your organisation. An effective induction and onboarding program for new employees will inspire them to become happy, productive team members, help them to feel valued and pave the way for them to become integrated into the new job role.
Induction and onboarding programmes also allow for the groundwork to be laid in terms of policies, what’s expected, and what to expect. They may vary in length depending on the role and company; however, they are generally delivered in the first days of the new role.
Health and safety inductions for new employees typically include:
- Introduction to business ethos and policies
- An overview of organisational history, structure, visions and values
- Workplace health and safety information
- Job description such as title, roles, and responsibilities
- Employee duties
- Key company-specific information
Onboarding new employees
The onboarding process encompasses the integration of new employees within a company and its culture. Onboarding is a strategic process that lasts months or even up to a year depending on the organisation.
HR professionals understand the crucial element of onboarding as this first impression is fundamental to ensure high retention. When outlining an induction and onboarding process, employers should consider the following factors:
- When the onboarding process will begin
- How long it will last
- The experience you want new starters to have
- What new starters need to know about the work culture and environment
- The role management will play in the process
- Goals to set for new employees
- Feedback processes and measuring success
How to improve an induction and onboarding program for new employees
Upon reflection of the benefits and the typical elements of onboarding and health and safety inductions for new employees, it’s time to look at creating the most effective way to go about it.
1. Plan and prepare
In your plan you should consider what you’d like to include, how long it will last, and how you’d like your new employees to experience their first days, weeks, and months at your company.
Consider how you may feel as a new starter at your organisation as well as how you might have originally felt and what could have been improved. In this consideration, remember to keep in mind new methods of working.
Work processes are changing. Nowadays it is key for all areas of an organisation to keep up with the digitisation of the workplace, including induction programs for new employees and onboarding.
Resolution Digital’s bespoke induction systems are a great way to allow new employees to have a personalised introduction to your organisation remotely. Some features include:
- Company-branded platform
- Bespoke eLearning modules
- Direct communication system
- Video-based format
- Q&A format for training
Having something visual, bespoke, and digital is an amazing alternative to in-person induction and onboarding as it allows for a personable, friendly, and familiar digital environment for those working remotely. Implementing a bespoke software solution can upgrade and improve your induction program for new employees, as well as your onboarding processes.
Our final tip is to communicate. Working remotely can be isolating leading to a lack of motivation and productivity. Keeping in contact virtually through video calls, internal communication software, or simple by telephone is key for keeping new starters engaged, productive, and happy.
The findings of this blog outline the importance of effective health and safety induction programs for new employees to improve retention, productivity, and wellbeing in the workplace. Creating a clear and considerate plan is the first step and vital to both in-person and remote workplace health and safety inductions. Implementing digitalisation into this aspect of your organisation is something to be considered within the new climate in the world of work.
If you’re looking to implement a new bespoke induction programme for new employees, get in touch with our team and we can discuss how we can work with you to improve this process.