Elevate your onboarding: designing an induction that makes a lasting impact

So your new recruit has arrived in person or virtually on day one – success!  

Now you’ll hopefully have done a lot of the ground work for their induction/onboarding before they’ve started, so here are some ideas to make sure they’re informed, engaged, inspired and get up to speed so they can start fulfilling their potential. 

Understand the organisations green mission   

So we’ve mentioned this A LOT in our previous blog posts and that’s because it’s so important. If you want your new starter to feel like your mission/purpose runs through your business like a golden thread, they need to see, feel and hear it throughout their time with you. So start here by ensuring they have a deep understanding of your initiatives, goals and values to provide a great foundation for their induction. 

The prep’

Sending pre-induction materials, such as welcome packs or online modules, to new hires before their start date can be really useful. This allows them to familiarise themselves with basic information about the company, its culture, and any necessary paperwork, enabling a smoother onboarding process. Don’t forget to ensure that sustainability is integrated into all onboarding materials, including employee handbooks, training manuals, and online resources. This reinforces the importance of sustainability from the outset of the employee’s journey with the company. 

It’s all in the plan 

Develop a structured agenda for the induction programme, outlining the topics to be covered and the schedule for each session. This helps keep the induction on track and ensures that all essential information is conveyed within the allotted time frame. But what’s really important to consider here is building in flexibility and considering the pace of learning. Cramming every meeting or training session into the first two weeks will be exhausting and counter productive as the information won’t be retained. So think about spacing out the learning, what needs to come first, build in some time for their reflections, reviews with you and breaks! 

The dreaded PowerPoint 

Have you every attended a briefing where you’re talked at for what feels like hours by a presenter running though a billion slides? How did that make you feel – engaged? Informed? Interested? No, we thought not, so when it comes to induction presentations, keep the slides to an absolute minimum, make the sessions short, snappy and as interactive as possible. Incorporate games, videos, activities to make the training more engaging and memorable. 

Role-specific training  

Now this will vary hugely depending on the role, the learning style of your new starter and the complexity of the position. So it needs to be really bespoke and chunked up into a sequence that makes sense for the position. For example, if you’re inducting a new Sales person, they’re going to need to understand the products or services you offer first and how they align to your green purpose. What can be really helpful is to start with any manufacturing or back office processes, talking them through each stage so they have a full understanding of what’s involved, can meet the teams at each stage, have practical demonstrations and speak with confidence about your offer when interacting with others. How to sell it, pricing structures etc can come later in the plan. 

Make use of tech’ 

Now this is obviously essential if you’re carrying out a remote induction but leveraging technology can allow training to be provided efficiently and enable self-paced learning. Online learning platforms, video tutorials, and mobile apps can provide access to training resources anytime, anywhere, allowing new hires to learn at their own pace.  

Hey buddy

Pair new hires with experienced employees or mentors who can provide guidance, support, and practical advice during the onboarding process. This not only helps new hires get up to speed more quickly but also fosters a sense of belonging and camaraderie within the team. They can also introduce the new starter to the social scene within your business too. 

Continuous feedback loop 

Establish a feedback mechanism to gather input from new hires about their induction experience. Use this feedback to identify areas for improvement and make adjustments to the training program as needed, ensuring that it remains effective and relevant. 

Follow-up support

Provide ongoing support and resources to new hires after the initial induction period. Offer additional training sessions, access to reference materials, and opportunities for further skill development to help them continue to grow and succeed in their roles. 

Conclusion

By following these steps, you can design and deliver a great induction program that not only introduces new employees to the organization but also instils a strong sense of commitment to its green mission. 

Next up, we take a look at performance management in the first few months and ask a big question about probationary periods – are they actually necessary? 

Not sure on how this applies to your business or what to do next? Get in touch and we’re happy to help contact the friendly wayvie team for a free consultation

Elevate your onboarding: designing an induction that makes a lasting impact was written by

Jennifer Keay

Jen is our dedicated Training Administrator with extensive experience in HR and people development roles. She’s passionate about helping individuals grow and works tirelessly to support the entire team at wayvie in delivering exceptional customer experiences.

Jen Keay

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