Onboarding 

From the initial greeting, through to preparing their workspace, filling out paperwork and meeting the team, the onboarding process has a lot of steps involved and does not stop on their first day as it is a continuous process.

A carefully planned and executed onboarding program will help new employees feel relaxed and comfortable in their new surroundings. As a result, they will be happier, more productive, and willing to stay for longer. Better still, current team members will find the transition to be smooth and painless too. The decision is made very early on if they think joining your team is the right move, so it really is beneficial to develop a successful onboarding process.

What to expect?
The Onboarding process should, actually commence prior to the new employees first day of employment. Prior to day one they should already have received, completed, signed and returned the necessary documents such as Employment Contract, Personal Details form, Superannuation, Tax and any other documents deemed necessary by the practice. 

Before the first day

• Inform your current team
  Let your existing team know a new member is joining the team, who they are and when. A brief summary of their background and the role they are filling, department, duties and responsibilities, and whether their inclusion will mean any changes to the practice. This creates a sense of connection and an understanding of what to expect and will be ready to welcome the new employee.
• Connect with the employee before they start
  A phone call the week before the employee starts is a great way of welcoming them to the team. Let them know what time to start and who to ask for when they arrive, where to park etc. It also is a good time for the employee to ask anything they may have been thinking about but do not consider the question worth an email for e.g. what to wear on their first day.
• Prepare the paperwork
  From tax, personal details form, superannuation to practice handbooks, make sure everything is ready for the new team member to complete before their first day or on their first day. 
• Prepare the workstation
  Have your new team member hit the ground running from day one. Clean and tidy up the workstation to make sure it is neat, presentable, and functional. If you have to order in special equipment or software for the new team member, do this as soon as you know they are joining you to allow time for delivery. Also consider a personal touch such as a small gift (coffee cups are great if employees must provide their own) and a welcome card signed by the doctor.
• Appoint a go-to person
  A go to person can offer invaluable advice and guidance. When appointing a go to person consider an employee who has been with the practice for a while, is trustworthy, and most importantly, is up to the task itself.

On the first day
Consulting an induction checklist is a great way to ensure that all the important steps such as health and safety and emergency procedures don’t get forgotten. In addition: 

• Arrange a coffee, morning, tea, breakfast or lunch
  If you have the capacity to do this, it is a great opportunity for the current team and new employee to have a chance to become acquainted in a more casual and often less hectic setting. 
• Guided tour
  Either you or the go to person should take the new team member on a guided tour of the practice. After the tour, the employee should know where to find their workstation, exits, emergency exits, toilets and places to grab lunch etc.
• Training
  Provide internal training to help the new team member learn more about their role at the Practice. An overview of basic duties, tasks, and responsibilities, including health and safety policies, practice-specific procedures, and info about the practice culture should be discussed with them.
• First 1:1
  This is a great time to introduce in a more formal setting the new employee to their role and outlined expectations around what is expected in week one and larger goals to achieve during their probation period.

The two main goals on day one is for the new team member to get to know their role and to get to know your team. If there is capacity and the opportunity, it is great idea to go for a coffee or lunch for the team to get to know each other in a casual and less hectic setting.

	Workplace Relations Support  Workplace Relations Support can assist you with general advice on this article or assist you with your onboarding process. You can contact us via phone (07) 3872 2222 and email support workplacerelations@amaq.com.au.
	Workplace Relations Toolkit  Workplace Relations Toolkit for toolkit subscribers the Induction checklist is included in the Toolkit pack if you would like a copy of this or have any questions. You can contact us via phone (07) 3872 2222 and email support workplacerelations@amaq.com.au.
	Workplace Relations Consultancy Workplace Relations Consultancy the WR team have an Induction pack that can be tailored to your practice by which the practice Vision, Mission and Values are incorporated. You can contact us via phone (07) 3872 2222 and email support workplacerelations@amaq.com.au.