If not, it should, and I’ll tell you why. Remember your first day at a new company?
Some of you would have experienced a seamless induction, one where you were welcomed on board, introduced to everyone and then settled at your desk, where your log-in was set up and your new email address ready to go. You were shown where the bathrooms and kitchen were, and where the tea and coffee were kept. You had one-on-one training with a member of your new team from the get-go. You were given a copy of the procedures manual and walked through each system and process. You left the office that day feeling really excited, with a firm grasp of what was expected of you.
You guys were the lucky ones.
If you were the poor person whose experience resembled anything but that, then I’m afraid you walked into an office with no induction plan.
You showed up on time at your new job, but the receptionist didn’t know to expect you, and your manager wasn’t in yet so you just sat around awkwardly waiting, feeling really out of place and in the way. When your manager arrived and took you around the office, you were still introduced to the team (I hope so, anyway) and shown to your desk. I bet you didn’t have a log-in yet, though. Maybe you didn’t even have a computer or an email address (this sounds like a stretch I know, but trust me, it happens). You were given the procedures manual to read (if you were lucky), but for the most part, you were kind of just thrown into it all, handed a piece a work to complete, had to chase someone down who could show you how to do it, and then were left feeling really annoying for having to ask so many questions! You left the office after your first day feeling a tad anxious about what the next day would bring.
Reflecting on the above, how do you want your newest member of the team to feel at the beginning, throughout, and at the end of the day?
Putting the newbie aside, you want the process to be as easy as possible for you too, right?
When putting together an induction plan, absolutely everything must be covered. Everything from having the employee’s computer and phone set up, to having a comprehensive job description ready for them. From there, have a training plan covering everything in the job description, when each procedure is going to be taught, and who is going to teach it.
You can make this plan as elaborate as you like – the more detail, the better.
Creating and implementing these plans is a lengthy and involved process, but once they are in place and being used, bringing on a new team member will be a hassle-free, organised and seamless process.
Having entered real estate at the ripe old age of 17, Alison has experienced all aspects of real estate – working her way from receptionist to senior property manager and business development manager.
Alison was awarded many accolades during her property management career, the highlight of which was being the first property manager in the history of her network to receive first runner-up in an International Best New Talent campaign.
Alison is acutely aware of what makes a great candidate and works with clients to find exactly what they want and need, tailoring her search and interview style to ensure she finds the right person.