One of the smartest ways for small businesses to nip any employee issues in the bud is to ensure that they don’t crop up- and one of the best ways to accomplish this is to make sure that each new member of staff undergoes a thorough and comprehensive induction process.
Induction programs are an excellent opportunity for employers to clarify exactly what they expect from their employees. Clearly stating this from the beginning – as well as any expectations your organisation has when it comes to employee performance and behaviour – can go a long way towards fostering productivity and encouraging good employee behaviours.
Staff handbooks have a crucial role to play in this process, as they can set out the policies and procedures that your organisation expects its staff to follow. In some cases, it is also appropriate for a staff handbook to include a code of conduct detailing which behaviours are and are not acceptable in your workplace.
This can help to prevent confusion later down the track – although it is not the only effective tool that can be used to manage expectations.
It’s important to think about employee inductions as an ongoing process – and remember that when it comes to effective induction management, it’s essential to systematically follow up with your newest members of staff, to ensure your message is getting through.
Following up can help to identify any training and induction gaps – and regularly meeting one-on-one with your staff members to assess their induction progress can help you address any minor issues they may have before they escalate into major problems for your company.