As many new employees enter the workplace or are taking up new positions. The best way to address the need of new starters is through a structured induction program. Sadly, many employers overlook this crucial orientation step – often at their peril.
After recruitment, induction is the next vital step in any business strategy because when not done well, induction can greatly affect your bottom line. This means that you’ll want to create a high-performance environment right from the start. When induction takes place, it helps to make new employees feel welcome and to know more about the company.
Research shows that providing new staff and employees with a thorough introduction to the company, leads to significantly improved long-term staff retention.
One of the main gripes with current employees if the time that it takes from their schedule to do the induction, but it is a double-edged sword because the repercussions down the line could be dire.
The challenge is that induction is the first real taste your new employees get of your organisation, your culture, expectations and vision. Very often, they walk straight into a stale, boring and disengaging experience. Crazy to think that we neglect this vital first step when we, as business owners, are strategising and searching for different ways to encourage and engage our workforce.
Very often, induction is sadly only about these three factors:
- A brief look at company structures,
- Handing out of the entire standard operating procedure as well as the study of perhaps five key policies, and a whole lot of information overload.
- Connecting of other newbies through forced interaction or, perhaps, mostly boring and non-engaging talks from currently employed staff member who are not really interested in.
A great induction programme must engage new employees in the company.
You want them to be immersed in all that you are, from day one, so their transition is fast, easy and smooth. The engagement shouldn’t stop after the last training day but continue to at least the end of their probation period. Refresher courses should be available and follow-ups with the new employees to see how they are adapting to the company and how they are fitting in with the company culture. People only engage when what they’re doing is FUN and of value!
How to make induction fun:
- Use good ice breakers and consider gamification
- Create some personal connection with the newbies
- Hand out personalised or promotional items such as mugs, pens or t-shirts
Companies can also consider making the use of an outsourced service, whereby seasoned facilitators can apply their expertise and deliver an effective and memorable induction programme. When the induction process is outsourced to training specialists, it doesn’t take anything away from core business activities and enables employers to offer a stimulating induction programme, without distractions from business operations.