Organisations spend lots of time and money on tools to help them select and recruit the right person. However, unless the new starter is integrated into the workplace then these efforts could well be wasted. An engaging and thorough Induction (onboarding) is a must. This time is crucial and is often the most lasting impression the employee is going to have of the organisation. A good induction has a major impact on retention with many people deciding within the first 100 days if they are going to stay long term or they’re already planning their exit to leave you. 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 text rich, picture light 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. This is your opportunity to set them up for success. Put emphasis on the company image, your values, settling people in with colleague so they can quickly grasp what’s expected in the new role.
At Purple Cubed, it’s made sure that the employee really hits the ground running with – pre-induction pack; information sent to help them get to know the company (and its people) before they start. People read our latest book, find out about our offer, our clients and other important aspects so they have insight before they start. There is also a detailed induction plan where the new person spends time with a person from each department, to understand what they do and how this connects with their role. This enables new starters to build relationships with colleagues and gain understanding of what the business does as a whole.
Travel guide publisher, Lonely Planet is another 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. 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 their position, every employee starting with Lonely Planet goes through this process and therefore understands the core offering.
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. Start as you mean to go on; clarify expectations on both sides and continually review
How do you make your inductions engaging and exciting?