Summary: An induction is the process of getting a new employee to learn the culture, conventions, and norms of a workplace, as well as what is expected of them in their new role.
Induction
An induction is the process of getting a new employee to learn the culture, conventions, and norms of a workplace, as well as what is expected of them in their new role. This process requires effort on the part of the new hire, who should try to integrate into the organization and their roles as soon as possible. It also requires the organization to do its best to teach new employees everything they need to know to become effective, highly productive, and valued members of the team.
An induction period may last weeks to months. While onboarding is simply the process of bringing a new employee officially into a new position, and training is only role-specific, induction is broader. This process covers everything they need to know about working for the employer and making themselves effective.
What goes into an effective induction program?
An effective induction program is delivered efficiently and comprehensively. It should include everything that can help to get a new hire online and working productively and happily, such as:
- Organization information: Prior to starting, the new hire should be given orientation materials that explain the organization’s values, vision, culture, history, and any other applicable information.
- Workplace tour: On the employee’s first day, they should be shown around their workplace to physically orient themself and learn where different resources are located.
- Introductions and contacts: Formal introductions can be made between the new hire and their managers and coworkers. Their professional contact information (phone, email) should be shared so the new hire can be included in relevant communications.
- Job description: The new hire should receive a formal job description that’s detailed and comprehensive.
- Systems and tools: New hires need to be shown physical and digital systems and tools and trained to use anything unfamiliar.
- Safety: By law, workplace health and safety orientation must be delivered to all new employees for their own protection and that of the organization.
- Paperwork: All onboarding forms should be given to the new hire or filled out by the human resources staff.
- Training: Employees need to be given job-specific training to become effective at their roles.
How does a comprehensive induction program benefit both new employees and the organization?
An induction program that ticks all the right boxes is going to pay great dividends for both the employee and the employer. These benefits include:
For employees
- Role definition: Well-executed induction programs help new hires understand their roles clearly and quickly, enabling them to become more effective in their work sooner.
- Value: Induction helps new employees fit into their teams and start working effectively. This helps them to feel like valued workers and increases morale.
- Socialization: Induction should include introducing new hires to their coworkers, managers, and support staff with whom they can develop positive relationships.
- Safety: Employees who receive health and safety orientations as part of their induction will be able to stay safe and secure in challenging environments.
For organizations
- Reduced turnover: Employees who feel lost in their first weeks of employment can get discouraged. With no one to direct them or help them find their feet, they may lose motivation and decide they don’t fit in. However, effective induction motivates employees and helps them feel valuable, which makes them more likely to stay on.
- Productivity: The goal of induction is to help new employees become as productive as possible as quickly as possible. Increased productivity means increased value to the employer.
- Compliance: Induction helps new staff learn about the rules and procedures they need to follow in the workplace. This can include health and safety, security, or legal regulations that all employees must follow to maintain a secure environment and organizational compliance with legal statutes.
- Reputation: Employers that offer great induction programs that focus on new hires and help them create value efficiently can gain excellent reviews. These reviews will help them seem like more professional employers and attract top talent in the future.
What are the common problems companies face during the induction phase?
Induction doesn’t always go smoothly. Poorly planned programs can waste time and look unprofessional. They can also leave new employees confused and lacking confidence. When staff don’t take time to meet new hires, they can create a negative atmosphere from the start. Perhaps the biggest challenge of induction is in human resources (HR). If the people designated to orient and train new hires are absent, busy, stressed, or unavailable, induction programs and employee productivity can suffer greatly.
Authors:
Marcel is an experienced journalist and Public Relations expert with an honours degree in Journalism and bylines with a range of major brands.
