Investing a bit of time and care on your staff induction process can result in much better rates of retention.
Here are five reasons why.
Better prepared, more confident
When you’re short-staffed it’s tempting to fast-track people through induction, but this is counterproductive. New staff need to learn, and if you skimp on their induction training, you’re setting them up to fail and encouraging them to give up. Help recruits feel confident by the end of the induction.
They can be revealing
Accept that not everyone will be right for a care worker role. Don’t ignore warning signs during the induction. Persistent lateness or unreliability are red flags (unless there’s a legitimate reason), and standards of care come first.
Preparation leads to better results
Make sure the people carrying out the induction have the appropriate experience, training, and are ready for the extra responsibility.
Showing your support really counts
Let your recruit know that support carries on after the induction ends. They will still have questions, so encourage them to ask for help.
Remember, it’s a process
Your induction process should evolve. If someone leaves during or at the end of the induction, ask “what went wrong?” and “what could we do differently?” Change the process accordingly.