Anja van Beek | Talent Strategist | Owner | Anja van Beek Coaching & Consulting | mail me |
In the fast-paced realm of people management, “induction” and “onboarding” are frequently used interchangeably, yet each bears unique significance in shaping the employee experience (EX).
First impressions leave a lasting impact. Employers have an average of 44 days to “make or break” a new joiner, according to a survey released by cloud-based human resources platform BambooHR.
According to the survey, roughly 44% of new hires express regrets or second thoughts about their new position within the first week of employment, and 23% cry. These statistics show why an effective induction and onboarding process is crucial for new joiners to stay, especially when for individuals entering the workplace for the first time.
Let’s first look at the differences between an induction and onboarding and how they contribute to fostering a positive workplace environment.
Induction: a warm welcome
Induction serves as the initial opening for new hires, offering a warm embrace of the company’s culture, values, policies, and fundamental procedures. It’s similar to a cordial handshake, setting the stage for a new chapter in the employee’s journey. Induction is often a one-day event in the first week at the new work.
Onboarding: a comprehensive journey
In contrast, onboarding goes beyond the boundaries of a single day, encompassing a holistic journey towards full integration within the business. It equips new hires with the tools, resources, and support necessary to thrive in their roles and contribute meaningfully to the business.
The onboarding experience – how to elevate and make people stay
The success of any business hinges on the efficacy of its onboarding process. Businesses that implement a formal onboarding programme see 50% better retention and 62% more productivity among new hires.
Here are strategies to enhance this critical phase:
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Connect before day 1
Lay the groundwork for success by engaging with new hires before their start date. Providing them with essential information and instructions helps them adjust smoothly to their new environment.
Practical tip – Our brain craves certainty and the more detail and relevant information you can share before day one, the more it supports the transition into the new job.
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Do you have structure
Develop a structured onboarding agenda and timetable to navigate new hires through their initial weeks or months. Clarity and guidance prepare them for the journey ahead, fostering confidence and competence.
Practical tip – ask for feedback from recent new hires and consider how you can improve the onboarding process. This ensures you continuously make relevant changes to the onboarding process.
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Is it interactive and engaging?
Keep new hires actively engaged throughout the onboarding process by incorporating interactive elements such as training videos, team-building exercises, and virtual meet-and-greets. This not only enhances learning but also cultivates connections with colleagues, fostering a sense of belonging from the onset.
Practical tip – Create an opportunity where the senior leadership can informally meet and answer questions for example arrange a CEO breakfast with the new hires. A personal story from the CEO means a lot more than just a PowerPoint presentation. If the company is a remote-first organisation, arrange informal happy hours with the new team members.
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How involved are line managers?
Onboarding is often an HR/People initiative, but it is as important for line managers to be intentional to build a profitable working relationship from day 1. We often read and hear the statement “employee joins companies but leave because of their manager” – be sure this isn’t your scenario.
Practical tip – it can be useful for the line managers to have a standing huddle meeting every week with the new joiner for at least the first month to eliminate any uncertainties about their role and also be clear about expectations. This also already allows for an ‘open door policy’ from the onset.
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Do you have active mentorship programmes?
I’ve witnessed how powerful it is to pair new hires with seasoned team members who can serve as mentors and guides. This not only expedites the learning curve but also instils a sense of support and camaraderie from day one.
Practical tip – An onboarding buddy can be a less experienced employee who can navigate the day-to-day operational questions and can sometimes be a bit less intimidating for the new joiner in the initial days of joining.
Psychological safety
As Amy Edmondson asserts, “It is a shared belief that the team is safe for interpersonal risk-taking“. Psychological safety is vital in fostering an environment where employees feel empowered to voice their thoughts, ideas, and concerns without fear of reprisal – even new hires from their first day.
Incorporating this principle into the onboarding process cultivates trust, collaboration, and innovation from the outset.
If leaders and managers are clear in their communications that all opinions are welcome… then the new hire will feel they belong, that their views and experience are respected and welcomed and that they make a meaningful contribution.
Beyond onboarding
While onboarding lays the groundwork for success, it’s merely the beginning of the employee journey.
Consider all the touchpoints for employees; the first payslip, the first one-on-one meeting, the conversation around the extension (or not) of the permanent contract, performance feedback conversations, the first career discussion, etc. Continued support, development opportunities, and a culture of continuous learning are essential for retaining top talent and driving long-term success.
Related FAQs: Onboarding and induction
Q: What is the difference between onboarding and induction?
A: The difference between onboarding and induction primarily lies in their scope. Induction refers to the initial introduction of a new employee to the company, covering essential information about the organisation, while onboarding encompasses a broader integration process that includes training, socialisation and engagement over a longer period.
Q: Why is the induction process important for new employees?
A: The importance of induction and onboarding cannot be overstated, as a well-structured induction process helps new employees acclimate to the company culture, understand their roles and build relationships, ultimately leading to higher job satisfaction and engagement.
Q: What does an effective onboarding program include?
A: Effective onboarding programs typically include orientation and training, mentorship opportunities, introduction to company culture and ongoing support to facilitate a smooth transition for new employees into their roles.
Q: How can companies streamline their onboarding and induction processes?
A: Companies can streamline their onboarding and induction processes by utilising technology, providing clear timelines, automating paperwork and ensuring that all necessary resources are readily available, which enhances the new employee’s experience (EX).
Q: What role does employee engagement play in onboarding and induction?
A: Employee engagement is crucial during the onboarding and induction phases, as engaged employees are more likely to feel motivated, satisfied in their new role and committed to the company’s goals, which can improve employee retention rates.
Q: How can a positive induction experience impact employee retention?
A: A positive induction experience significantly impacts employee retention by fostering a sense of belonging and loyalty to the organisation. When new employees feel welcomed and supported from day one, they are more likely to remain with the company long-term.
Q: What should be included in the orientation and training for new employees?
A: Orientation and training for new employees should include an overview of company policies, introductions to team members, job-specific training and information about resources available for learning and development to ensure they feel prepared and valued.
Q: How does the induction process contribute to workplace culture?
A: The induction process plays a vital role in shaping workplace culture by introducing new employees to the values, norms, and expectations of the organisation, helping them understand how they can contribute to and thrive within that culture.
Q: What are the key components of a successful onboarding approach?
A: Key components of a successful onboarding approach include clear communication, setting expectations, providing training and support, fostering connections with colleagues and continuous feedback, all of which contribute to a positive integration process for new hires.
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