The induction programme lists (ACAS Example Induction) suggested activities to be covered from day one through to the end of probation. A checklist is helpful, it should not turn the induction into a tick-box exercise. It should be the responsibility of both management and the new starter to ensure all items are properly covered.
Before the employee starts send the employee useful information about the organisation including who will welcome them on their first day. Choose a member of staff as the new employee's mentor or 'buddy' to help answer questions after or during the induction. They can also be a point of contact to further develop the employee's understanding of the business and make them feel they belong.
If you are the owner-manager, the mentor may have to be you. After, say, six months check with the new employee how useful the induction has proved. This could be part of a general review of how they are settling in, and include a decision at the end of any probationary period.
The realities of running a small business or family owned business can mean that best-laid plans sometimes have to be put on hold for a while. If this happens make sure you explain to the employee why this has happened and agree a time to progress forward.
As part of the induction process you may want to think about training in bite sized sessions so that the individual can work at their own pace and ‘sign off’ modules on completion.
This good practice approach increases employee knowledge and makes them feel a valued part of the business. Customer service is at the heart of the training and you may want to include a module that involves includes gaining good feedback either on feedback cards or on social media. This inspires the individual and helps them understand the link between how they deal with customers and their actions and what the Hotel is trying to achieve.
Consider giving a certificate of achievement and/or some recognition e.g. a photograph with owner or manager, high street voucher or having a more formal award ceremony which helps to embed the recognition of their achievement.
Example modules:
The aim of being named in a customer feedback encourages staff to ‘go the extra mile’ and a sense of desire and ability to do their best.
This results in a more motivated member of staff and helps individuals progress through their initial training fairly quickly and achieve optimum learning outcomes.
Additional activities to increase the local knowledge on local attractions:
Set a scenario e.g. A young couple from Spain who want to explore the county what 3 places, attractions or activities would you suggest they consider. This tests their knowledge in a fun and interesting way.
Have a list of recommended ‘eateries’ e.g. restaurants, family orientated, pubs, pizzas etc. The list maybe from feedback from your customers or personal experience and Trip Advisor reviews.
If you have local attractions within walking distance give them time to explore where they are and to experience them so they can give feedback on the actual experience.