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Key Ingredients to making a successful Induction

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Imagine you’ve been set up on a blind date by a friend. You head to a coffee shop where you’re supposed to meet someone, and you realise you know absolutely nothing about them other than their name. So! you sit down with them, and conversation happens. This often goes one of two ways. One, you both hit it off. You have similar interests, similar dislikes, similar goals and yet disagree on just enough for it to feel special. Something just clicks for you both.

In the other case, however, you realise it really is a case of Mars vs Venus for the two of you. Conversation feels stilted, there is little in common between the two, your personalities clash… and nothing really works out. Very often, the first few dates will define:

  • the dynamic between both of you,
  • the expiry date of the relationship
  • and whether there’s any potential for a long-term relationship and so on.
Induction programs and blind dates are quite alike. An Induction program is meant to help an employee define their relationship with the organization. Can they see a long-term future in the company? Are the employees work ethics in line with that of the organization’s? Do they share similar values? Will the company support them when they need it? And what is expected of them to grow their relationship with the organization into a mutually rewarding and meaningful one?
While a great first date need not immediately have the Bollywood ghanti bajna and laal dupatta udna dramatics, what it does develop is a bond of trust. It nudges a desire to know more about the person, and you start to develop trust in them and become more willing to open up and be more vulnerable with them. You discuss your beliefs, your core values, your history and gradually over time build a long-lasting bond.
Similarly, an induction must immediately build optimism and trust. The employee should be optimistic and willing to grow with the company and explore their future with the organisation. Trust is the core of every relationship and only a deep-rooted relationship with trust can sustain the test of time.
If your induction cannot evoke that feeling, then it’s time you change your induction strategy. A good induction can lay the foundation for a very fruitful partnership, much like a great first date. Thus, its crucial for organisations to invest and create a long-lasting impression.

An ideal induction program eases employees into their role within the company, Gives them a sense of direction required to achieve mutually beneficial goals, Inducts them to the who’s who of the company. However, it must be done in an impactful manner.

As we develop e-learning induction modules for our clients we focus on ENGAGEMENT.
Through an experiential medium, New hires:
  • Get to explore the company (even in the comfort of their home)
  • Understand where the company came from,
  • Understand what the company aims to achieve and what their part is in that growth.

By the end of it all, you get an employee that has caught up with the company’s progress so far, is aligned with the vision of the company and is ready to add value through his roles and responsibilities.

So, if inductions are like blind dates, it’s best to start off on the right foot.

Need help to create that Wow! First Impression? Call at +91 9873334989 or write to us at infor@torah.co.in

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