What is employee induction?
Employee induction It is a multi-phase process of integrating new employees into the organization – formally (role assignment, training) and informally (getting to know each other, networking, culture, socializing). The purpose of such an introduction is to build a foundation for long-term success together with the mentor and manager.
Formal aspects
Formal processes include all the key administrative and technical steps necessary to start work: preparing and signing the contract, establishing access to internal systems, introductory administrative procedures, and presenting the company’s policies and internal rules. This phase also typically includes structured orientation programs such as lectures, e-trainings, and rulebooks, which ensure a consistent and standardized introduction to the work environment. Research shows that formal structures promote understanding of the work culture, goals, and organizational procedures, which leads to better results and lower turnover.
Informal aspects
Informal elements are also key – they include social interactions, learning about the company’s cultural and social rules, and day-to-day support through an unsupervised learning environment. These include spontaneous learning, peer observation, informal mentoring, and the ‘buddy system’ – where a trained person simply guides a newcomer through unwritten processes and unwritten rules. This approach facilitates easier adaptation to the team and fosters a sense of belonging and autonomy.
Informal onboarding offers a flexible learning experience where the newcomer understands social dynamics through observation and spontaneous interaction. While it may be a less structured process, it perfectly complements the formal elements with personal and cultural insight into the organization.
Why is employee induction important?
- Benefits for the organization
Effective onboarding increases motivation, speeds up productivity, and reduces turnover – but poor onboarding costs a company much more. - Benefits for the new employee
Employees who experience a well-designed onboarding process are more engaged, confident, and productive. According to IBM research, these employees are 87 % less likely to leave
Employee induction phases
Pre-onboarding – before the first day
Pre-onboarding begins immediately after accepting the offer and lasts until the first day. It includes sending a warm welcome, preparing administrative documentation (contracts, tax forms) and activating access to business systems. It is important that the newcomer is set up with IT (computer, email, access) before starting and presented with the framework of the first week - the aim is to reduce uncertainty and increase confidence even before the first day.
Onboarding – first day and week
During the first day and week, the newcomer understands the company culture, his role and expected goals. He gets to know his team, colleagues and manager, and attends structured orientation meetings and training sessions. A mentor or manager introduces him to the work processes and organizational structure. These formal steps allow for a quick integration into the work environment and a clear definition of responsibilities – which is key to reducing stress and increasing loyalty at an early stage.
Training and mentoring
A mentor or 'buddy' plays a key role in the rapid transfer of formal and cultural knowledge. A mentor provides technical training, while a 'buddy' provides informal support, answers questions about unwritten rules, and introduces the secrets of team dynamics. Research shows that 86% of new employees appreciate the support of a 'buddy' and are more likely to adopt the company culture.
Integration – first 30/60/90 days
During the first three months, the focus shifts to regular 1-on-1 conversations with a mentor or manager (often after 30, 60 and 90 days). These meetings evaluate the newcomer’s achieved goals, obstacles and satisfaction. Based on these conversations, the integration plan is adjusted – thus ensuring ongoing support, adjustments and a sense of progress, which strengthens belonging and independence.
Long-term performance monitoring
Long-term monitoring involves systematically measuring KPIs and conducting surveys (e.g. after 90 days). Key KPIs include time to full productivity, new employee satisfaction, engagement, and turnover rates. Based on this data, the process is continuously adjusted and improved – thereby increasing the success of the onboarding process and long-term employee retention.
Best practices
- Buddy system and mentoring program
The combination of a formal mentor and an informal buddy improves integration and cultural awareness. - Use of digital tools (LMS, e‑HRM)
Usage LMS enables centralized access to materials and automatic progress monitoring – improves the employee induction process. - Culture and socialization
Organize socializing, present the values and organizational way of working so that the employee can adapt to the culture as quickly as possible.
Common deployment mistakes
Regular evaluations and feedback in the process introduction employee feedback is crucial for tailoring the onboarding process to the needs of the new hire and improving the quality of the overall program. With systematic questions conducted after 1, 30, 60, and 90 days, the organization can quickly identify training gaps, unclear expectations, or lack of support, allowing for immediate action. This timely feedback creates a culture of open communication where the new hire feels heard and valued, which increases their engagement. .
In addition, feedback builds trust and transparency, which improves the working climate. If feedback is not provided regularly, the possibilities for adjustments are reduced, and the organization loses a valuable opportunity to optimize the process and achieve higher employee induction efficiency. Therefore, the inclusion of evaluations and feedback loops is essential for the long-term success of the program.
How to measure the success of the implementation?
- KPIs and metrics
Measure time to full productivity, first-year retention rate, employee satisfaction, and speed of skill acquisition. - Use of surveys and regular interviews
Structured interviews after 30, 60 and 90 days allow for adjustments and continuous improvement.
strategic contribution to the company's success
A well-planned employee onboarding process combines clear administrative steps, structured mentoring and continuous monitoring, leading to rapid integration, increased motivation and lower turnover. This is not just a “nice to have” – it is a strategic contribution to the company’s success and employee satisfaction. It is important that the process does not remain a one-off experience, but is developed with regular evaluations, KPIs and direct feedback. By implementing pre-onboarding, structured onboarding, a mentor-buddy system and regular 1-on-1 interviews after 30, 60 and 90 days, organizations can achieve measurable benefits and a long-term competitive advantage.
What can you do now?
👉For exceptional support to newcomers and improving the employee onboarding process, download our free e-manual or contact us for a demo of our LMS solution – get started today and make onboarding your new employees your competitive advantage.
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