Structured Inductions Ensure Employee Commitment

Structured and well-planned orientation programs for employees ensure increased motivation, satisfaction, and engagement, according to research. There are some critical factors that have to be taken into consideration during planning induction programs.

When a group of employees are recruited as a team, it might be a problem if the employees are of different ages and from different culture. You need to prepare your orientation sessions in tune with these subtle nuances of each new employee. Similarly, some jobs might require people with different levels of experience joining together. You can have a separate induction process for employees on the basis of their experience. This might prove costly in most situations and hence you need to come up with ideas to make the induction process easier for everyone. Experienced managers adopt a down-to-earth approach while training to add to the comfort levels of people with different experience levels.

There are many advantages of a well structured induction process. Employees are more motivated as the first impression is the best impression. They would prefer to stick to the same organization as they were received well. They are more committed and dedicated in their approach towards work. They would not try to leave the organization at the very first chance. It is most unlikely that such employees would try for other opportunities until a few months pass by.

Employees tend to be pro-active in solving their problems and improving their work. A well-planned induction process results in better relations with the key people. So employees are confident enough to approach the right people and express their feedback during the initial days.

Steps to develop a solid socialization method
1. Identify the goals for employees. Managers often commit the mistake of underestimating the importance of induction and employee socialization. A mental image about the company starts developing from the very first day. Hence, there is an increased emphasis on improving the initial days and atmosphere.
2. Develop practices to achieve the desired results. Ensure that there is clarity in communication when employers want to develop practices to ascertain that employees reach their goals. It might even be necessary to communicate employee expectations during the induction stage itself. This develops clarity and employees will be proactive and geared to put in the best of their efforts.
3. Initiate a rapport of comfort with all the key persons. Employees do not work with HR managers throughout the year except if they belong to the same environment. Hence, it is necessary to initiate a rapport of comfort with the managers and supervisors. Employees respect the freedom and they also reflect it in the form of dedication and commitment.
4. Develop a sense of belonging from the very first day. Let employees understand the fact that they are a part of the organization from the very first day. Some employers consider new recruits as foreigners and treat them as special citizens. This is good unless employees feel isolated. This, in turn, begins a chain of defensive mechanisms and ultimately employee disengagement with the organization.

Poor socialization results in long-term repercussions such as high rates of staff turnover, low levels of productivity and negative attitudes among new employees. It is the duty of the manager to carry on the benefits of good socialization further ahead by his leadership abilities.