Company Induction. Can it be effective, efficient and engaging? And what about personal and productive to ensure no-one gets left out.
One of the challenges with company induction schemes is keeping employees engaged and motivated to absorb the wealth of information being given.
There’s a simple reason for this problem.
Not all of the information in the scheme will be relevant to all of the people.
Identifying what information needs to be highlighted is a key step in producing an induction process that is tailored to an individual, and doing so leads to higher engagement rates and better information retention. In other words, tailoring reduces waste, boosts results and saves money.
Figuring out what information is needed can seem like an insurmountable obstacle and as such, it really is easier to push everyone down the same path. This is often justified with the belief that, "at least everyone’s now on the same page as they’ve all had the same information".
Except they haven’t.
Some of the participants were paying no attention at all because they felt their time was being wasted covering old ground.
Most companies have some form of requirement or process for an annual assessment. One of the key areas in this assessment will generally be to ensure compliance with company policies. Some of these policies may be driven by regulations, whilst many will purely relate to setting and conforming to internal standards.
The goal of these assessments is to confirm that employees understand what they are supposed to do, that they are doing what they’ve been asked to do and that they are doing so in the manner prescribed.
How about the point of view of the employee though? If they’re being assessed purely on their directed behaviour, where is the incentive for effective, efficient or engaged learning? If the employee is able to demonstrate that they’re doing what is right, because they understand that their actions and decisions are important; where the learner takes ownership of their part of the scheme, then a dramatically increased efficiency can be achieved.
One of the issues in this area is the ability to give learners an experience, as opposed to simply giving them information. Experiential design will engage employees, especially if they are able to experiment and test scenarios without prejudicing their real record.
Taking these points together, we challenge anyone considering an induction scheme, or who is involved in such a scheme to imagine what they would do if there were no financial or technical restrictions. How ambitious a format would you design? Once you have that in mind, we’d love to present to you our approach in this field. We think you’ll be surprised at what can be done!