Onboarding and the art of employee induction
This article is part 2 of a series called ‘On-boarding and the art of employee induction’.
In part 1, we discussed the needs of the employee versus that of the employer. Now, in part 2 we’ll look at the role that a well-structured online induction plays in creating high employee engagement and reducing employee turnover.
Part 2: first impressions
It’s 11am on your first day at your new job. Things are going pretty well considering your lack of sleep and you’re happy to report that the knot in your stomach has loosened somewhat. You’ve met some of your colleagues and they seem really nice. One of them even shouted you a coffee.
You’ve just completed your online induction and you’re starting to get really excited about the opportunities that this job might provide. Unlike your last job, this mob seems to be pretty keen on your development.
You look down at the full page of notes you’ve been taking and smile. This could be the opportunity you’ve been waiting for!
Highly engaged employees are worth their weight in gold to an organisation. They are committed to the success of the organisation and demonstrate this by using discretionary effort in their approach to their job. They lead by example and are always on the lookout for new challenges and new ways of improving. And they take others on the journey with them.
The battle isn’t necessarily about creating engagement out of thin air. By the time a new employee starts work, they’ve already been through a recruitment process. They’ve been sold a vision and have pictured themselves in the job. They have committed to the organisation; they want to be there and want to do well. You could say that new employees are engaged by default.
But this enthusiasm needs to be nurtured.
According to the Australian Human Resource Institute, 22% of all staff turnover occurs within the first 45 days of a person’s employment. When you consider the cost of replacing an employee, it becomes clear just how critical these first few weeks are in the journey of your new employee. It is at this point that the enthusiasm can either be derailed or cemented.
One of the first opportunities you have to create a positive impression is through an induction. Statistics show that new employees who go through an effective employee induction program are 58% more likely to still be employed by the organisation after three years.
So what does an effective employee induction look like? The key purpose of an induction should be to connect new employees with the business. It should contain powerful messages that align the goals of the business with those of the employee. The induction should validate the employee’s decision to join the organisation and confirm that both parties are on the same page.
A person’s first day at a new job should be exciting. It should signify the start of a journey full of promise and opportunity for employee and employer alike. An effective employee induction will help to ensure that this relationship gets off to a great start.