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An industry coach has highlighted the importance of a formal and documented induction process for ensuring productivity and longevity from staff.
Leading Property Managers of Australia director Bob Walters said it begins with a detailed job description that clearly sets out duties and KPIs.
“Then a comprehensive induction into the business, which includes training on company policies, procedures and all relevant workplace health and safety issues,” he told RPM.
“The new employee’s performance is closely monitored over the first two weeks in the business.”
According to Mr Walters, discussions around company culture should be done during the interview process to ensure there’s no corporate culture clash from the beginning.
“It is important for a business to have both mission and value statements, and for these to be shared with employees to ensure full ‘buy-in’ by the employees.”
Mr Walters said induction should include handover documents such as copies of job descriptions, employee induction checklists, policies and procedure manuals as well as the company’s mission and value statements.
According to Mr Walters, agencies should have a minimum two-day induction process that is properly documented and managed by the employee’s supervisor.
“Don’t always assume that ‘experienced’ new employees know exactly how the job is to be performed – sometimes employees have picked up bad habits from previous job roles that have to be corrected,” he said.
“Also, some employees need more training than others because they may take longer to pick up the technical aspects of the role.”
Mr Walters said new employees should be well monitored and nurtured, particularly since hiring a new employee is a detailed process that can be costly if not handled correctly.
[Related: Fire fast, hire slow]
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