Almost the first L&D task I had, some decades ago now, was to deliver an induction session for new joiners.
It was a classic scenario: some people had already been in the organisation for a while and knew much more than others; some had already been briefed well by their line managers; others barely knew how to get into the building. There was a mix of quite senior and very junior people, some of which had no interest in my input at all.
We followed a typical pattern: a sequence of formal presentations which extended way beyond audience attention spans, and with new starters trying to respond politely and not daring to give negative feedback.
Does this sound familiar? This example was decades ago but, frustratingly for L&D professionals and new starters alike, it often still happens like this today. Yes, the presentations have got slicker and records are made on Learning Management Systems, but learning is limited and the cost of delivery is huge.
So, is it time to reinvent your induction process?
Let me stress first of all, there is no magic wand. You will still have complicated messages to get across and a very mixed audience but here are some core ideas:
- Never lose sight of the fact that recruiting and induction must go hand-in-hand and induction starts in the recruitment interview – train your interviewers accordingly
- Get as much done as possible before they arrive for day one
- Remember to include expectations like corporate values, ethics, expected office etiquette, social media policy and corporate social responsibility as well as an understanding of what is expected in terms of work output
- Inadequate induction can cost your organisation by resulting in poor employee retention, so it’s important to get it right.
- Focus on the real benefits of moving your induction away from using only face-to-face training, thereby reducing the number of trainers required
- Break information down into the smallest possible chunks
- Keep information in a logical sequence, but ideally give people a choice
- Develop a system that gives learners more responsibility for the experience and gives you more control of the outcomes
- Allow for access by smart phones and tablets; take advantage of the “bring your device” movement
- Retain some form of assessment of learning
All of these are important messages but how can this be achieved? How can people access your LMS before they start? How can we check that they are accessing what they should?
Our Virtual Learning Platform provides a perfect ‘reinvented’ solution that meets these key considerations:
- It offers wholly secure, very easy access via the cloud for an unlimited number of users via any tablet, mobile or laptop with web access
- It is fully adaptable for organisational brand guidelines with realistic imagery and is social media friendly
- It is hugely flexible and instantly updateable
- It is a learning access platform that enables you to give inductees bite-sized chunks of consistent learning: eLearning or eBooks, videos, documents and filmed presentations – all of which can be prioritised according to individual needs
- It offers the potential for audience segmentation (learning pathways role/sector dependant)
- It offers full tracking of access, individual assessments and easy transfer of data
If you’d like to find out more about how we can help you truly reinvent your induction process and save you time and money, please contact us.
Nigel Walpole, MD, Bray Leino Learning
In my series of blogs I’ll talk through my thoughts on some of the key issues facing managers in the workplace - lessons learnt, tips for success and general musings.