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In this article, you will find answers to the following questions:

• • How long does an Induction program last?
  • What are the distinct phases of an Induction program?
  • What do research findings say about best practices?

 

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Duration of an Induction Program

Unfortunately, in many companies, Induction either does not exist or is very brief (e.g., one day).

However, in organizations with higher levels of employee satisfaction and retention, Induction can officially last several days and, informally, several months. If things go smoothly, the likelihood of long-term satisfaction, high performance, and employee retention increases significantly.

 

 

Phases of Induction

There are various approaches regarding the phases of an Onboarding program. Especially in recent years, where the pandemic has influenced the way we work, approaches are divided into virtual (when the program takes place remotely) and on-site (when it takes place in person). However, we can identify at least four distinct periods during a new employee’s Onboarding journey:

• before the first day at the new job
• the first week at the new job
• the first month at the new job
• after the initial adjustment period (first quarter and beyond)

Let’s look at each one in more detail:

Before the First Day

 

• • Completion of all hiring documentation
  • Assignment of a colleague who will welcome the new employee and accompany them on day one
  • Scheduling meetings for the first day
  • Design of a development plan

During the First Week

 

• • Overview of how the company operates
  • Discussion on how the employee’s role connects to the smooth functioning of the organization
  • Initial goals and first tasks
  • 1:1 (one-on-one) meetings with managers / supervisors
  • Assignment of a buddy who will support the new employee over the following months

 

In many approaches, the first day of the first week holds a special place. Some recommendations include the welcoming of the new employee and helping them feel comfortable and confident; clearly outline how their first week will unfold; introduce them to the workplace and colleagues; handle key onboarding documents but avoid overwhelming them on day one!

During the First Month

 

• • Implementation of the employee’s development plan
  • Progress review and encouragement
  • Training opportunities and team activities
  • Assignment of a mentor
  • 1:1 meetings to discuss how things are going

During the First Quarter

 

• • Performance review
  • Discussion of any additional support needed
  • Feedback from the new employee on their experience with the company and management

Induction continues beyond the first quarter as well. At this stage, it is an opportunity to confirm that the employee has developed strong communication with colleagues. They are also now ready to deepen their understanding of their role and the company culture.

 

 

Key Statistics on Best Practices

• 96% of employees say that 1:1 meetings with their direct manager are helpful during onboarding. (LinkedIn Talent Blog, “5 Things New Hires Want During Onboarding”, September 2017)

 

• 23% of new hires report higher satisfaction with their onboarding experience when assigned a buddy during their first week. (Harvard Business Review, “Every New Employee Needs an Onboarding ‘Buddy’”, June 2019)

 

• 67% of new hires agree that it is helpful when managers clearly define performance goals during onboarding. (LinkedIn Talent Blog, “5 Things New Hires Want During Onboarding”, September 2017)

 

Key Takeaways

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