Tag Archives: Onboarding

The 7 Key Objectives of your Induction Program

A sense of belongingness is a very important aspect for an individual joining a new workplace. A new employee who feels accepted and included at the workplace, adds to the overall growth of the organization as well as the employee.

An Induction Program can be said to be the first step to welcome new employees.  Through the Induction Program, organizations introduce the new hire to the workplace, roles and responsibilities and culture. It creates a feeling of trust with other employees and significantly improves employee retention.

The induction program addresses key aspects of working in the organization:

Inclusion: Inclusion is an important aspect for an individual entering a new group. Making them feel a part of organization can be done with a warm welcome by the team members. An employee must not feel like an outsider at the workplace. This should be collectively handled by the higher officials as well as other employees.

Introduction: The new employee should be introduced to all the departments and colleagues. Ideally, a mentor can also be assigned to initiate them into the projects which the employee would work on. It helps as employees can speak out their doubts and clear them with the guidance of a mentor.

Rules and Regulations: A key part of induction is explaining the rules and regulations of the organization like work hours, dress code, annual leaves, appraisals, incentives, and flexible working arrangements. This creates a sense of awareness and predictability for the employee.

Vision and Mission: The aims and objectives of the organization, and its work culture should be made clear, so that the employee has a clear idea of the work environment and how to behave.

Job description: The incumbent’s job profile along with their responsibilities and challenges needs to be briefed to them. This can be explained with the help of earlier projects and the execution done by members of similar profile. The employee must know about their key tasks as well as the qualities required for completing them. In this way they can brush up their skills or learn new skills, if required, to be prepared for all the upcoming new tasks.

Role training: Practical execution is always easier after an employee knows all the aspects of a particular job profile. A newly joined employee can be trained, so that they have a grasp of all the responsibilities of their position. A guide or mentor can assign tasks in the initial months and the organization can assess the strengths of the employee, basis which similar tasks can be assigned in future.

Feedback:  After a few weeks of joining the employee can be asked about his experience and if any suggestions or modifications should take place. An employee feels motivated and appreciated, when such feedback is taken.

Employee Induction needs a proper planning and needs to be revised after every year for new perspectives. It is a key to ensure retention for employees.

New employees need to feel comfortable in their new work environment and become productive as soon as possible. With some of the factors discussed here, retention rate of employees increases. In closing, induction needs to be thought of as an investment in an employee for the long-term benefit for the organization.

5 Effective Ways of On-boarding Gen X

The key to a successful employee induction is a great on-boarding experience. Simple yet efficient, this process helps make a warm impact on your employers and retain excellent performers in the long run.

Gen X (or Generation X are the people born between the mid-1960s and the early 1980s) have mostly already started their careers and are in their mid-life career wise as compared to the new young adults who have just taken a foot in the industry. Gen Xers are those who had working parents in their childhoods, because of wars, recession and many more reasons. It was because of this that they learnt to be free, independent, and have a set of goals or rules in their work ethic.

According to research they occupy 60% of the current workforce, engaging them is crucial for any organization’s fate. Gen Xers are ridiculed to be lax and lazy, as they do not have the same mindset as that of the generation before or after them. But in this stage where the employees who followed a hierarchical management are retiring and innocent, doe-eyed adults who know nothing of the company are entering, Gen X is the perfect employee to hire. But to recruit Gen X, you need to follow certain ways to have a strongly retained employee: Gen Xers prefer on-boarding programs that incorporate self-guided processes. So, designing the Induction Program which is comprehensive and yet interesting to Gen X is exceedingly essential.

Here are 5 things to do before building a particular on-boarding program that will ensure your employees have high-performance productivity and engagement:

The Common Characteristics of Generation X Professionals
  1. Creating a Positive Atmosphere 

Seeing that Gen X is approaching their 40s–50s, they would shift more into roles that allow them to lead. Born in the era where children had to be independent from a young age, they learnt to be pragmatic and cynical of adults. It makes sense for Gen X to lean more towards development and mobility. But they won’t hesitate to leave a job where they don’t feel valued or feel any room to grow skill wise.

Gen Xers are those who create and take nothing in return just work flexibility and freedom with their work, examples of such are the creators of Google, YouTube and Amazon. There is a simple approach in keeping a Gen X in the company and that is making sure they get as many projects to develop as possible to keep them satiated.

2. Designing Content Gen X Wants

According to Deborah Masten, HR Director for Plano, Gen X can’t be led by examples but interactions. They want to know what’s expected of them, and they want accurate and timely feedback. A systematic on-boarding process can plan out A to Z of a project to help both the employees and the employers. It can be done by systematic planning using any good on-boarding processes. ICE-Cube Induction Framework is one such framework that can help you in scoping out how, when and what to deliver to the new hires.

3. Make Learning Fun and Interactive

Make sure you don’t go bland in the on-boarding of Gen X; it is essential to not make them lose interest in you. Incorporate a modern portal that includes videos and gamified learning to make the process more interactive. Avoid monotonous presentations from obstructing fun on-boarding experience. Gen Cers maybe in their 40s, but they sure are tech savvy.

4. Go Mobile

Gen Xers love to work, develop and are happy to see their projects execute perfectly. This is the main difference of them from the previous generation, their ability to work with the Internet. Gen X can work from anywhere, anytime: and being shackled is their biggest pet peeve.

Gen Xers are self-reliant and thus if given the opportunity they can develop their own skill sets by applying their creativity and resources given to them by managers.

5. Appreciations & Rewards

Gen Xers have established a settled state in their life by working and have families as a priority. Flexibility makes sense from their perspective to spend time outside work. To recruit, retain and motivate Gen X, appealing to their needed work-life balance is a must. By giving them remote creative control over projects, giving immediate rewards and a good relationship with the team and managers are few ways of successful on-boarding of Gen X.

Given that 72% of companies have a bring your own device (BYOD) policy and allow employees to bring their own devices to work, Gen X has a higher chance of control over their schedules, decisions, responsibilities and creative freedom. The onboarding is a win-win for both the hir

By Isha Repal, Content Writer at QuoDeck