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Employee Induction

Why Induction Is Important In Your Business

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Why induction is important

In the induction you need to talk about the culture and values and how it underpins everything you do.

From the very first day you must start to embed those values with employees. What happens in the business, what their role includes, what the culture is about, what the values are, what the expectations are, what the job involves, and how it’s going to work.

In theory, that sounds great, but in practice it doesn’t always happen in the way that it’s meant to because most companies don’t spend the time putting together a really good induction process for new starters.

 

I was speaking at an event recently to a room full of business owners. I started talking about induction and said this is a typical company induction. On their first day the new starter is shown around the building and introduced to the team.

Here’s your desk…..

You explain where the toilets are, where the kitchen is if there is one and the coffee machine. Then you show them their desk, go through health and safety, fire exits, go through some procedures, the employment contract, and make sure they’re happy with that. Explain lunch breaks, dress code or uniform and then most people will expect them to get on and do the job.

 

Sound familiar?

I looked around the room and everyone agreed that was how they carried out their induction. I’m sorry but that’s lazy and does not give the new employee a great introduction to the company. How can they understand your company culture from that type of induction?

 

In organisations where they have a great culture, a culture where people want to stay, people want to work, then a lot of time is spent on the induction process. When I say a lot of time, I mean between one and four weeks in some cases.

 

Often, people have to start from the beginning no matter what their job. They don’t come in to the business and do their job from the start. They actually have to learn what it’s like to work at the business from, say, answering the phones.

 

You need to think about all the different things that you can add into your induction process. It goes without saying that you need to include values in your induction process.

 

It depends on the size of the organisation, as to how much time you can let that person not be doing the role that you employed them to do. But it is short-sighted not to think about the upside of inducting a person into the business properly, explaining the purpose and values in detail.

Remember these are your foundations. These are the things you need to get right from the beginning, right from the start.

Explain to people how things are done here. Get them to buy into what your values are and how behaviours are measured. Tell them how it works around here and what you expect from them.

Get others involved

Get other employees involved in the induction, explaining about values and how it’s a great company. This also gives employees the opportunity to leave at any time during the induction stage if they feel it’s not right for them.

Trust me, this is much better than going six or seven months down the road, or even longer, and then realising this person isn’t a fit for the company and you’re going to have to say goodbye to them.

By going through a really good induction process, employees will start to see whether this culture is something they want to be part of.

The induction is one of the keys to your people foundations. Make sure you have a really robust induction process in place. Think about all the things that need to be included but importantly, it needs to be based around your culture, your values, and “how we do things here”.

What’s your induction process like?  I love to know. Send me an email people@jmassociates.org

Download a free chapter of my book Recruit, Inspire & Retain.

 


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company culture - Jacqui Mann

How does culture impact your business

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How does culture impact your business

The majority of business owners or leaders fail to understand how culture drives the performance of the business. Culture is reflected in many ways. This is just some of the ways culture impacts your business.

  • shared values of the business
  • behaviours that support the values
  • the way employees treat each other
  • treatment of customers
  • how employees are recruited
  • the way you communicate with each other
  • the speed at which decisions are made
  • you become an employer of choice
  • the right customers are attracted to you
  • your brand becomes known
  • everyone is working towards the same goal

 

Zappos is an online retailer, now acquired by Amazon, and is famous for its company culture. I asked Kelly Wolske, trainer at Zappos, how culture impacts the performance of their business. She said;

‘It has a huge positive impact. We put culture first and it is our belief and our experience that it is our culture that gives us the opportunity to create great experiences for our customers, our employees, our vendors and investors.’

 

A great culture creates employees who are engaged

Employees who are engaged make a positive impact on performance which increases revenue and profit.

Some evidence on how culture and performance are connected comes from Queen’s University Centre for Business Venturing. Using data over a ten-year period of employee engagement surveys and company results, it discovered the following for companies that had an engaged culture:

  • 26% less employee turnover
  • 10% more unsolicited employment applications
  • 20% less absenteeism
  • 15% greater employee productivity
  • 30% greater customer satisfaction levels

 

‘I used to believe that culture was ‘soft,’ and had little bearing on our bottom line. What I believe today is that our culture has everything to do with our bottom line, now and into the future.’– Vern Dosch, author, Wired Differently

 

Discover your company culture score

A good culture creates a great place to work

As the business owner and leader it’s up to you to create the culture of your organisation, but you can’t do this on your own. You need your team around you to support you and to give their ideas on what it means to work for your business.

Now I’m not going to lie to you and tell you that creating a culture is easy because it’s not. It’s hard. It takes commitment, dedication and focus.

If you are serious about your business and are looking for growth then you need to devote time and energy to creating the culture of your organisation.

Take our culture scorecard test to get your current culture score.

 

Culture is an ongoing process

Many business owners are put off developing their company culture. Why? Because it’s an ongoing process. You don’t just come up with a purpose and some values, tell everyone the values and expect it to happen and that’s culture ticked off the list.

That’s the sort of business I worked in when I was an employee many years ago. There was a purpose and vision for the business, with values displayed on the wall. But no one lived those values so they didn’t mean anything to anyone. The exercise had been completed, and they spent £1,000’s having posters designed to put everywhere but it was a joke. Why? Because the leaders didn’t live the values.

 

Many business owners do exactly the same and then wonder why the culture fails. It’s because they don’t put in the time and effort needed and don’t understand the importance of embedding a culture. If you want to be like the majority of business owners who struggle with staff turnover, have problems with performance and everyone is pulling in different directions then crack on.

Do you want your business to achieve success? 

If you  are looking to scale or exit then culture needs to be your priority.

Assuming that you want employees who will go that extra mile, who love coming to work, who tell everyone how great it is to work for your business and where the best people are queuing up to work for you then culture needs to be your priority.

You see culture is something you develop, measure and keep working at forever. If you want the success that you know you deserve, that your business deserves then you must commit to doing this.

Remember all the hard work you have done over the years, the late nights and early mornings, the weekends, the family events and parties you have missed because you needed to get stuff done and no one else in your business ‘got it’. It was all down to you. No one else understood why you were doing this.

 

Wouldn’t it be great if the whole team understood and wanted it to work, wanted the business to be successful? Do you know what, it can happen and I can help you, but it’s not for the faint hearted.

 

If you want to continue with your people problems and let the people disease spread, then do nothing and it will spread. Trust `me, I know. This is not a tick box exercise. It’s hard work.

If you’re thinking do I really need to create a great place to work and bother with this culture thing, then you don’t have the right mindset.

The future

The workplace is going to look very different in the future.

Ask yourself this question.

Is your company ready for the workplace of the future or will you get left behind?

 

Download a free chapter of Recruit, Inspire and Retain – How To Create A Company Culture To Grow Your Business

Finalist in The Business Book Awards 2019 


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