Ed Lines attended a recent LINE Lunch Forum to find out what makes an engaging strategy for successful onboarding.
First impressions
Your first day, starting life in a new organisation, is a daunting prospect. Induction policies are as diverse and varied as the companies that deliver them, if they deliver them at all. An effective induction policy means that new members of staff understand the organisation’s values, they understand their job role and they build up a rapport with members of their team. They take pride in their work, in the business and in themselves – an altogether less frustrating, happier experience. And crucially, happy employees are productive employees. Essentially a new employee is going to assimilate into the culture quicker and thus become more productive quicker.
On the other hand, a poor induction process is in place – or lack of one. A new member of staff is at risk of not understanding the business and their role within it; they could feel overwhelmed by unfamiliar tasks and they might not form bonds with other members of staff very quickly. The lack of understanding could lead to frustration, boredom and confusion; the new employee will lose confidence, creativity and enthusiasm and, above all, you can bet that those symptoms will be more than apparent to potential and existing clients. In comparison to effective induction, productivity will be far lower.
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