Settling in to a new job

The length and format of your induction process will depend on the complexity of your new job and your background, so newcomers to the sector and senior managers, for example, can expect to undergo a more detailed induction process.

It is a good idea to ask about the induction process at your interview, so that you can be sure you will receive all the support that you need to help you settle in.

According to the Recruitment, Retention and Labour Turnover Survey, 2006, carried out by the Chartered Institute of Personnel, 19 per cent of people leaving their jobs had less than six months' service. One of the main reasons for employees moving on so quickly is that their employers never made clear the workings of the organisation and the employee's role within it.

Ideally, your employer should draw up an individual induction programme that reflects your needs. Tailor-made induction programmes are particularly important for jobs with specific requirements, such as job-shares, temporary posts, senior appointments and trainee positions. Again, check at the interview about the specific support that will be on offer.

From the start

There are also many things that you can do yourself to ease your settling-in process. Before going in on the first day, consider what 'image' is appropriate to your new job in terms of your appearance, clothes and attitudes, and aim to fit in. Then, from the start:

* Arrive in good time. Being late is guaranteed to create a bad impression.

* Be positive. Do not keep saying how much better/worse things were at your previous job. Nobody at your new nursery wants to know, and nobody wants to listen to moans.

* Do not be afraid to ask. If you do not understand the answer you get, seek clarification. Equally, do not be tempted to bluff. If you are asked to do something with which you are unfamiliar, say so and ask for guidance.

* Be patient with yourself. Realise that you are not going to learn all the ways of the setting overnight. Inevitably, you will be nervous, but try to keep calm.

* Do not do all the talking. Also listen - communication is a two-way process. You will learn a great deal about the ethos of the setting by observing how the other staff communicate with each other and the children and parents.

* Join in with other members of staff. If your new colleagues invite you to a social/after-work event, make every effort to attend.

* Make the effort to learn the names of the people that you will be working alongside and write them down in a notebook, if necessary, to remind you.

Don't expect yourself to learn everyone's name immediately; it will take a bit of time.

After starting

Soon after starting, help yourself to settle by establishing:

* the organisational structure - 'who's who' - of the setting, formally and informally

* the relationship of your job to others

* the support services available - for example, your mentor, room leader and HR manager

* preferred communication networks: word of mouth, memos, e-mail, and so on

* whether the organisation has Investor In People status or a similar accreditation

* the geography of the nursery - the layout of the building and who works where

* the history of the nursery.