Tuesday May 7, 2013
This time is crucial and is often the first impression the employee is going to get of the organisation. A good induction has a big impact on retention with people deciding if they are going to stay or leave you within the first 100 days. So, spend some time on making the induction engaging and fun. Take some time to get people involved and don’t leave people with the company handbook or bore them with “death by powerpoint” for hours and hours. Get priorities right and talk about aspects of the business that the employee wants to know about and can make use of. Put emphasis on the company image, your values and what’s expected in the new role. It’s also important to speak about your company benefits, rewards and any social aspects to the job; this will motivate and show the employee that you care.
At Purple Cubed, it’s made sure that the employee really hits the ground running with a mini induction; a project to get them to know the company before they start. People get to find out about clients and what you have to giving an insight to the organisation before they start. There is also a very detailed induction plan where the new person spends time with a person from each department, letting them explain what they do. This enables new starters to build relationships with colleagues and gain understanding of what the business does as a whole and how they fit in.
Lonely Planet is a great example of a company that uses their induction to show new people what they are about. The new starter is tasked to spend their first day as an author for a Lonely Planet guide book; this being one of Lonely planet’s most important products. Employees receive a passport booklet on their first day and the goal is to research a local destination, write reviews and get a feel for how it is to be an author for the day. No matter your position, every employee starting with Lonely Planet goes through this process and therefore understands the core offering.
There are many more ways to ensure the induction is engaging and captivating; see chapter eight of our book
However, if you only do three things:
- Involve the new employee as quickly as you can, send an info package as soon as they’ve accepted the role with interesting facts and a mini project (if appropriate)
- Communicate company values and the core products of the business as soon as people arrive and ensure they are understood. Make sure all the relevant people are involved in the induction processStart as you mean to go on; clarify expectations on both sides and continually review
- Start as you mean to go on; clarify expectations on both sides and continually review
How do you make your inductions engaging?