Why Induction Training Needs to Be Inspiring

New employees should always be given an induction training of sorts, and this may be just a 1-day introduction, or if their role is complex, training may need to be a full week or even more. Ideally, all employees should be inducted in the same manner, although with geographical differences and perhaps conflicting schedules, remote training may be essential.


Companies must plan for all eventualities when creating an induction plan, as it needs to cover all departments and can be as in-depth as required. There may be some overlap where interdepartmental needs vary. So, employees may naturally have to take onboard training that covers these areas simply because it is difficult to organize different schedules, and consistent, repetitive work is not a good use of any professional trainer’s time.
Irrespective of this, training should be motivational, in-depth, and must detail the absolute essentials to enable the new employees to get started. Basic information should include details about the company, the vision and future goals, as well as a general understanding of any products and services available. An overview of the health and safety policies, along with an awareness of exit points, is paramount. Where possible, an introduction to line managers or departmental heads can also make the nervousness of starting a new role less daunting.
To keep employees motivated and focused, there should be a mixture of learning resources available. Presentations and traditional talk-and-chalk methods still have their place within induction training, especially where there is a large group of new starters. If there are employees from various departments, it can be beneficial to incorporate e-learning into the induction process, as this enables employees to focus with the intent on key aspects of their own role rather than learning too much outside of their new department, which may be all too confusing.
E-learning modules can be set up with easy access for new starters, and the system should be preset with concise and aesthetically pleasing modules, which help to increase focus and understanding. Couple this with self-assessments and an end-of-module short quiz or test, and the results can be collated in the employees’ files. This is not to test their suitability for the role but to highlight any areas of development that are still necessary, and any on-site trainers can then clarify these points.
This information should also be easily accessible and act as a refresher if the new employee forgets later. Custom-made e-learning modules can make the learning process smoother. But, it is important to ensure that navigation is seamless so that the learner does not struggle with progression. An induction training session can be nerve-racking and tiring, so too much information will not be absorbed. It is always good to provide a refresher to information learned the following day, as this helps to embed all the relevant details.
Using an e-learning program benefits the organization in many ways, as it can be adapted to ongoing training and have all employee training records so that it is easy to see whether any employee needs additional training or may have missed important updates. It also enables managers and the leadership team to flag additional training requirements to specific employees. Remote workers can also benefit from e-learning systems especially if they are able to log into the system remotely. A good induction training program uses various resources, from the traditional to the new, and promotes professionalism and commitment from the company to the new starter and also sets the scene from day one that learning and development are considered a vital part of the organization.