Everyone has to learn when they start with a new organisation or in a new role. There are policies and procedures, learning new systems, navigating new co-workers, managers and employees. There are the unwritten norms (yeah, the policy says you have to do a written request, but actually you need to speak nicely to the Admin Manager…) and don’t even get me started on the huge amount of compliance boxes that need to be ticked!
I’ve worked with organisations that have fantastic, well thought through programs, and ones that didn’t have ANYTHING (one guess as to which ones I’d refer colleagues to work for…). Its just not that hard. New hires are enthusiastic, they’re excited and they’re drinking the Kool Aid. Take advantage of it!
So with the huge amount that new hires need to learn when joining your organisation, and the knowledge that a poorly planned on-boarding/induction program dramatically increases the chances of your new hire moving on within the first 6 months, how much are you investing in your induction program?
Considering how costly it is to make a new hire, and the amount of time it takes for that new hire to get up to speed in a job, you lose considerable cash when replacing staff. So why is it that once the contract is signed and the employee turns up to their first day in the office so many organisations feel like their job is done? Sure they might get the hapless hire (let’s call him Harry) doing his new job in a muddling capacity… but how engaged is Harry going to be? How productive can we ever hope him to be? And if he’s not that well trained then are we even going to want him around in 12 months (and let’s face it, that’s if he stays).
For the vast majority of organisations, their people are their #1 expense. If you are already spending a high percentage of your turnover on your people, there are a couple of things that are important to remember;
- Well trained people = productive people
- Well trained people = loyal people
- Productive + loyal people = higher outputs
A good induction program and ongoing learning and development for your people don’t need to cost the earth, what you do need is commitment from the top.
And the best time to start developing your people? Right at the get-go. Set them up to succeed. They will thank you for it (and so will your balance sheet).