In nurseries, induction programmes should be carefully designed and delivered to ensure compliance with statutory and regulatory requirements, but also to maintain a strong workplace culture. Employers who prioritise the design and delivery of inductions see fewer employees leave in the probationary period so improve employee retention rates.
It is known that effective inductions play a key role in motivating employees, enhancing their engagement and setting the foundation for effective training and professional development.
So, what are the characteristics of an effective induction?
Employers that get this right are thinking about induction before they offer a candidate a role. They have fine-tuned their induction practices over many years, and even when they are not actively hiring, they are making incremental improvements.
When the induction is designed, it is person-centred. One size does not fit all. They personalise the experience to specifically meet the needs of the new postholder, so making the new stater feel valued, included and respected from the moment they embark upon their employment journey.
New-starter packs and welcome materials are prepared before day one. The induction timetable has been shared with the team in advance, with time shadowing with more experienced colleagues. Safeguarding, health and safety and workplace policies and procedures will all have dedicated time allocated. The induction is broken down into the organisational induction, understanding the values and ethos of the setting, and their ‘role’. The induction will include the use of interactive tools.
By getting this right, the nursery has a well-structured induction that not only helps new staff understand their responsibilities and integrate seamlessly but also maintains high standards of care and education.
