Staff Inductions
Overview of Topic
The impressions made when someone starts work for a new organisation have a lasting impact on how they view their employer, so a welcoming and effective induction experience is key to making this first impression a positive one.
Induction refers to the process where employees adjust or acclimatise to their new job and working environment. As part of this, ‘orientation’ can be used for a specific course or training event that new starters attend, and ‘socialisation’ can describe the way in which new employees build up working relationships and find roles for themselves within their new teams. Some people use the term ‘onboarding’ to cover the whole process from an individual’s contact with the organisation before they formally join, through to understanding the business’s ways of working and getting up to speed in their job.
Every club, large or small, should have a well-considered induction programme that provides a new employee with a positive experience of the club.
Further information
A well designed and conducted staff induction results in a positive first experience of the club. This means the employee integrates into their team, becomes productive quickly, understands the organisation’s values and culture, and works to their highest potential. Managers and Head Coaches need to invest time in inducting new employees – an effective induction process can help them settle in and become productive more quickly.
Without an effective induction programme, new employees can get off to a bad start, and lack clarity on their role and how it links to the organisation’s goals. In extreme cases, the new employee leaves, either through resignation or dismissal. Early leaving results in:
- Additional cost and time for recruiting a replacement.
- Wasted time for the inductor.
- Lower morale for the remaining staff.
- Detriment to the leaver’s employment record.
- Having to repeat the unproductive learning curve of the leaver.
- Damage to the club’s brand and reputation.
It's a fact
Well inducted employees are more likely to perform better, be more motivated and engaged, and produce a better standard of work.
The induction part of the onboarding process should provide an overview of the club or programme and its values and should outline what is expected of the employee. There should be chance for an employee to ask any questions they may have.
Top Tips
- All staff and volunteers should have an induction to the facilities. This should include a full walk around of the club, including fire exits and assembly points.
- Managers and Inductors should discuss the job role, job description, pay and pensions (if applicable) and give an opportunity for the employee to ask any questions.
- Volunteers should also have an induction process. More information can be found in the Volunteer Toolkit in the Resources section.
- The induction process should include any relevant training that may be needed for them to carry out their job roles. Each club will have different training needs. Examples of training required include:
COSHH
Fire evacuation
Manual Handling
Frequently asked questions
Should all staff and volunteers have an induction?
Yes, it is important for all staff and volunteers to have an induction to the club or programme so they understand how the it operates, what is expected of them, have a full walk round of the premises, and be trained on Health and Safety such as Fire evacuation, assembly points and COSHH.
Mentoring new staff and volunteers for an initial period so that they learn how things are done in your club or programme may also help induct newcomers and ensure you maintain your standards and culture.
Should induction records be kept on file?
Yes – all induction paperwork, along with proof of any training, should be documented, signed, and stored in line with data protection regulations.
How long should an induction process take?
There is no minimum or maximum time limit that an induction should take. The process should be bespoke to the club and can be a 1-day process or a process spread out over a longer period. It is important that the employee /volunteer is trained and has the knowledge to carry out their job role before they start their job.
Remember
All our registered clubs have free access to professional legal advice from our partners, Markel Law. Markel UK’s 24/7 legal helpline allows businesses to access over 40 qualified solicitors who can assist with everyday legal issues. You can contact Markel UK via telephone on 03300 139 982.
You can also visit the Markel Business Hub for access to guides, templates and useful links. For support on accessing the Markel Business Hub, including the most up to date token code, please view the Markel topic tile.
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