Inductions from required to desired
Over the past decade, a lot of modern workplaces have made the shift to online inductions. This saves time, money and allows organisations to reach the maximum number of new employees. However, many of these inductions are laborious, with onerous assessment and force their users to wade through masses of policy documents.
Instead of discovering a vibrant new workplace, employees dread having to drag themselves through hours of online training. The good news is – it doesn’t have to be this way.
Typically, new employees decide if they will stay with an employer in the first three to six months of their employment.
Organisations that want to attract and retain the best talent need to provide an induction that introduces people to their culture, team and processes in an innovative and engaging way. When on boarded correctly, employees are more productive and attrition rates decline.
Organisations sometimes fall into the trap of forcing new employees to learn everything about their workplace before they start. This is unrealistic and employers lose a valuable opportunity to engage their new workers.
The best inductions recognise a worker’s existing skills and knowledge and allow them to have ongoing learning, while they contribute to their workplace.
With careful planning, an induction can inspire new starters, reduce attrition rates, and motivate people to work safely and be more productive. Here are some tips that will improve your induction and reduce hours spent on inducting staff.
Recognise Prior Learning
Organisations tend to cover similar ground in their inductions. Employees are aware of this and will often disengage with the material, instead relying on their prior industry knowledge.
This can be used to your advantage. Offer new employees an opportunity to demonstrate what they know through interactive assessments at the start of an induction. If they can show a thorough understanding by correctly answering a series of questions, they can streamline their induction. Any areas they’re unsure of can be supplemented with relevant information.
Take a Blended Approach
Modern inductions can benefit from a blended solution consisting of a combination of online and face-to-face training. Online training is an ideal medium to communicate a consistent message around organisational messages and processes. This establishes a common level of understanding between workers when they arrive on site.
Face-to-face sessions can supplement this knowledge and focus on organisational culture or practical, work-related skills. These sessions also provide a forum to address any questions.
Cultivate Your Culture
Company culture is often overlooked. However, this is a crucial part of any induction process. An induction can provide the perfect opportunity to instil workers with a strong sense of corporate identity and company values. Demonstrating a company’s culture allows you to foster the kind of behaviours you expect.
Culture should bring people together. It should inspire people to contribute and be part of a productive team. Use your induction as a way to communicate any special safety cultures or your unique approach to productivity. This will let workers know what is expected so they can participate and make a meaningful contribution.
Introduce Your Leaders
New employees will need to approach leaders, managers, and supervisors as part of their work. These key roles should be introduced during your induction so that new employees can get to know them before they arrive on site. Leaders can demonstrate best practices and offer advice from their own experience.
Every organisation wants to attract the best people to their organisation. Employees want to make an active contribution to their workplace. If you can implement one or more of these suggestions into your induction, employees will thank you for it. They’ll come to work knowing they’re valued by an employer that acknowledges their experience, knowledge and skillset.
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