www. s t ayorig
What you can expect as a new employee at
inal.co
A POSITIVE START
Constant staff turnover is a drain
on any business – both financially
and practically – and it makes
everyone’s job so much harder.
We all understand that making a
new employee’s first few weeks a
positive experience is key to
keeping the longer- term.
Here are some key points to
ensure this happens:
MAKING YOU FEEL AS WELCOME AS POSSIBLE.
This means introducing you to other team members on their
first day and showing you around the building so you know
where everything is.
BE APPROACHABLE
We expect you to have lots of questions, there is a lot to take
in. WE will make sure you know who to direct your questions
and queries to and will endeavour to answer them as
constructively as possible.
USING OUR INDUCTION PACK AND CHECKLIST
FROM DAY ONE
This will make sure we cover all the information you need to
know and provides a structure to your induction process.
NEW STAFF SHOULD NOT BE REQUIRED TO
WORK MORE THAN 48 HOURS PER WEEK
during their first few weeks (and if you can make it work for
the first few weeks, hopefully you can continue this practice
beyond their induction period). A long-hours culture is not
something we should be encouraging for any staff.
ALL NEW STAFF SHOULD SPEND THEIR FIRST
WEEK SHADOWING A MORE SENIOR COLLEAGUE.
By the end of the week, we hope you will be given your own
area of responsibility with continued support as needed. The
amount of support required will vary from person to person
and even the most experienced people need support in a new
role. We will still check on you regularly to ensure you feel
confident in what you are doing.
SALARIED STAFF SHOULD SPEND TIME WITH
EITHER THE AREA MANAGER OR EXECUTIVE CHEF
on a fortnightly basis. These meetings will be used to clarify
job expectations, go through weekly routines/tasks and
agree a development plan of training over the coming
months.
YOUR PROBATIONARY PERIOD:
You will have a meeting with your line manager after your
first 4-week probationary period to review your progress so
far. At this point, we can either confirm successful
completion of the probationary period or extend the period
for up to another 8 weeks if we have any concerns about
your performance. If a member of our team is not
performing to the required standard, they can only improve
if we tell them this and make sure they understand what the
required standards are. They may also need some additional
support to achieve these and we will provide that.
ENCOURAGING FEEDBACK
We want as much feedback as possible, not only about the
training you have received but everything else that you see,
so please feel free to provide as much as you can.