Many organisations undertake a process of induction to welcome on board new staff and prepare them for their new role. With the introduction of our new Career Development suite and a focus this September on Successful Induction Programmes, we wanted to explore what good inductions actually look like, what should be covered and whether there are typical outcomes across organisations.
So, in June as part of our research into different induction experiences, we asked our valued customers to take part in our short Induction Survey, for which we can now share the results with you below…
Firstly, we asked our customers what they think a good induction programme looks like. The main responses included an opportunity to visit the workplace before joining, as well as understanding the company brand, company polices, vision and values, and health & safety procedures.
We also asked how formal their organisation prefers the induction process to be, with the majority of respondents sharing that the process is often quite formal, preferring a structured but relaxed approach so that all aspects in the induction process are covered. It came as no surprise that very few respondents thought inductions should be a totally formal, corporate process as many felt that inductions should set the tone for the organisation and help to make the new starter feel comfortable and at ease.
Next, we asked what first impression your organisation wants to give. Impressions of being ‘friendly’ and ‘welcoming’ were a common theme throughout the responses. Other interesting responses included being a trustworthy and honest company who value creativity and innovation are important. Most respondents agreed that being positive and caring was essential, with new joiners being able to feel like they can offer suggestions and be a part of the team.
Health and Safety was named as the main key area that our customers felt that new starters need to know when they join a new company. This was closely followed by GDPR, company values, policies, rules and procedures. Holiday, sickness & absence and bribery & corruption were also important.
Another question we asked was how they introduce new joiners to co-workers without overwhelming and intimidating them, and there were a variety of outcomes. Some said they organise effective meetings before on-boarding begins, or gradually spread meetings over the first few of weeks. Others said they arrange a general meet and greet with planned introductions with certain team members in their department whom the new starter will work with day to day, so they were able to create new relationships before their first day.
Finally, we asked if respondents felt there were any areas missing from their induction programmes. While a small percentage of customers felt that their induction programmes were comprehensive, many respondents suggested that learning company specific terminology was important and sometimes lacking, as well as security awareness and the how to manage virtual teams. Being able to access training videos before the new joiner started was also raised as an important aspect to the induction process which respondents felt would aid new starters prior to joining.
Overall, we want to thank all of our customers who took part in the survey. It was very insightful to see these key trends of inductions across different industry sectors and what is considered the most important elements of a successful on-boarding process. Don’t forget, our Career Development suite has a host of modules such as Inducting a New Team Member, Career Planning, Networking and Hiring Right First Time which explore and support the career development journey. Also feel free to get in touch if you would like us to help with an off-the-shelf pathway aligned with your company’s core values to support your new starters in their induction journeys.