Did you know that many employees leave within the first six months of a job?
A good induction can show what you expect of your employees and what they can expect from you and good induction can prevent many problems that cause people to leave.
In this Blog I wanted to highlight some general good practice tips to help your future inductions.

Welcoming a new employee before they start can make a big difference
It can take the guess work from their side out of it and puts them at ease, making them feel that they are truly valued. Some techniques to include can be a message from the CEO, videos of your company (remembering to keep it fun and interesting) and general information that perhaps isn't normally covered and will help them settle in. The better your induction the better-quality work you are likely to get from new employees and the greater the retention rate.

Engaging Inductions

In many ways an induction is like an advertisement to the employee for your company. Yes, they would have looked up the company prior to applying for the job and they’ve been through the interview. However, this is the time when they know that they are actually going to be working for you and if your induction doesn’t engage them or give them a connection with the company they are likely to have one of two responses. One is that they decide they will grudgingly stick around hoping it gets better and if it doesn’t they can always leave. The second is that they will leave then and there before things can get any worse. Neither of these scenarios would surely seem ideal.

Progressing at their own pace

Keep information that you are giving relevant and brief, overloading them with too much information is not going to help anyone. Dividing the induction process into modules is a good way to help with this. This allows for employees to progress at a pace that is suitable for them. It also allows you to track their progress using tests or quizzes at the end of each section.

Giving new employees specific time to learn this information (however it is presented) is also important. If they have to do it in their own time or squeeze it into their workload it is likely to be rushed and they are unlikely to actually retain anything, leading to more work for you or your company.


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