HR knows that the effectiveness of induction is highly dependent on managers. Yet for managers the world over, inducting new employees is viewed as hard work and time-consuming, and just something else that needs to be done during an already time-pressured, stressful working day. So it’s no surprise that more than one third of all HR Managers globally say that their induction practices are informal, inconsistent or reactive.
As HR Manager at Waikato-Tainui, Karen felt increasingly frustrated by the ongoing interruptions from new employees. She resented the amount of time that she spent every day explaining the same things, and answering the same questions, to a constant stream of new employees. To her mind, managers weren’t doing what they were supposed to be doing and it added to her stress and workload.
We understood Karen’s problem and, because 83% of new starters like to be able to learn at their own pace, we showed her how she could implement a simple, intuitive online induction tool that could streamline induction processes, take the pressure off managers, and help answer most of new employees’ questions.
Now new employees know what to expect even before they start. They receive consistent company messages, and can quickly and easily find things, or learn how things work and how to get things done. Their online tool empowers them to learn at their own pace as well as giving them a track to run on, making them more self-sufficient and less dependent on their busy managers (or Karen) for general guidance.
A few months later, Karen was delighted to have an extra eight productive hours a week, so she could turn her attention to other challenges. Managers are relieved that onboarding and induction has been streamlined, allowing them to focus on quality time with their new employees. Karen has made life simpler and easier for everyone by implementing digital technology for their induction and onboarding.
Protect Your Talent Investment
Your organisation invests huge time and money attracting and recruiting the best people to improve your competitive edge. But the best people will no longer waste their time and talent in a company that doesn’t support them or help them shine. Protect your talent investment from high turnover and poor productivity by optimising your induction.
The Three Most Common Induction Mistakes:
#1 Failure To Get Them Engaged
#2 Failure To Give Them What They Need
#3 Failure To Create A Consistent Experience
Human Capital Institute 2016 Talent Pulse
Towards Maturity 2016 Learner Voice