Why Your New Management Accountant Won’t Succeed Without an Induction Plan

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Finding the ideal candidate is just one component of developing your team.  

Working with a specialist recruitment company like Rebus ensures that your new employee has the skills, experience, and attitude to excel in your company. However, it’s up to you to ensure that you set that person up for success if you want to unlock their full potential.  

Induction plans start employees off on the right foot by ensuring they understand your organisation and what you stand for. Studies show that 69% of employees are more likely to stay with a business when they’ve been part of a well-structured onboarding program.  


Why You Need an Induction Plan

An induction plan is how you integrate your new management accountant into your team, ensuring that they understand the procedures and systems that are crucial to your company.  

Since the average cost of recruiting an employee can be as high as £30,000, it’s important to make sure that every candidate can truly thrive in your workplace. Induction plans are how you eliminate the complexity and nerves associated with starting a new role and ensure your staff member can jump straight into action.  

Here are some of the things to cover in your induction plan.  


1. Start with the Basics



When your new employee arrives for their first day, you’ll have two tasks: provide them with the right information to settle into their role and make them feel welcome.  

Start by showing the employee to their desk with a smile. Make sure that they know how to make the most of the office too. For instance, let them know where nearby parking is available, where people generally go for lunch, and where the bathrooms are.  

Once you’ve got the niceties out of the way, consider offering your new employee an “FAQ” sheet. This includes things like: 

  • Where can they go for help: Which managers are directly connected to their role? Who can they expect to work with on a regular basis? Are there any numbers or email addresses they need to know? 
  • What their responsibilities will be: A management accountant might need to forecast income and expenditure, supervise a group of accounting technicians, and liaise with other colleagues.  
  • Details about their first month: How will their performance be measured? Will you be conducting an interview at the end of the month to assess their progress? 


2. Consider What Training May Be Required

Your new recruit will be keen to impress in their management accountant role by putting their skills into action. However, it can be difficult for them to truly shine when they don’t have the fundamental training to guide them.  



Some employees will need very little initial training, as they’ll already have the latest skills, and in-depth knowledge of the accounting software you’ll be using. However, even these people will need some training.  

Types of training to consider include: 

  • General instruction: This includes an introduction to business values, expectations, and the internal hierarchy of the company.  
  • Mandatory training: This refers to health and safety efforts, legal requirements and privacy expectations.  
  • Job training: Your new team member may need a little training to ease them into their new role, for instance, they might need guidance using a new kind of software.  


3. Ease the min with an Induction Schedule 

It’s unlikely that you’ll get everything done to welcome your employee into a role within a single day. An excellent way to make sure that you continue to provide the support your new staff needs is to set up an induction schedule. For instance: 

  • The first day may include walking the person around the office, showing them where everything is, and making sure that they’re set up with the right equipment (email address, accounting software, keys, and badges, etc.) 
  • The first month is all about helping your employee to understand your company and the role they play in promoting your business success. Give them a work routine that they can get used to over time.  
  • After the first three months, when they’re starting to settle in, you can arrange a date to catch up and discuss their experiences over that time.  
  • After the first six months, you may need to decide about probation and whether your employee is staying with you long-term. If they are, then you’ll need to come up with some long-term goals.  


4. Make Sure They Feel Like Part of the Team 



Finally, remember that your management accountant needs more than just the right software and an understanding of business values to succeed. They also need to be able to thrive as part of your team 

With that in mind, ensure that you introduce your employee to both the leaders in the business and the people they’ll be working with each day. Arrange a time for your people to get to know each other and get used to the new dynamic of having someone else in the group.  

Helping your new employee to feel like part of the team will reduce any feelings of anxiety they have about their new role.  



Rachel Mitson


About Rebus Financial Recruitment 

Rebus Financial Recruitment provides a specialist and focused recruitment service to its customers, which historically range from a wide variety of organisations including SME’s to large PLCs. 

We strive to offer both the client and candidate a seamless recruitment experience. Using our expertise, we get to the heart of employer and employee needs; and, in doing so, we match the two perfectly. To get in touch call us on 01282 930930. 

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