Induction and first impressions

There's no denying it, first impressions matter. Whether you are meeting a new acquaintance or being introduced to a new workplace, first impressions can set the tone of any relationship. This is why managers must conduct engaging and informative induction programs.  

Induction and first impressions

Research has shown that organisations that fail to offer quality induction training risk losing employees at a faster rate. With no induction program, nearly a quarter of new employees know that they want to leave a company within the first week. That percentage nearly doubles after a month. This can become extremely costly for an organisation.

Benefits of induction programs 

Organisations are beginning to realise the negative impact that a lack of training has on the retention rate of employees and the overall success of the company. Due to this, there is an inevitably higher risk of not training employees properly.  

Getting new inductees trained and performing as soon as possible saves time and money in the long-run. The money saved from not having to continually train new employees can instead be invested in professional development and a continuation of training throughout the employee's role within the organisation.   


The employee will feel more welcome if there is a program tailored to their roles. This will help to form positive working habits from the outset and ensure that expectations are clear. This will help improve employee performance throughout their entire professional career. These benefits of an induction program should be included in the goals when developing a quality program. 

Goals of induction 

Induction programs should set out the main tasks that new employees will be performing within the organisation as well as how best to get acquainted with company policies and values. Some additional goals of induction programs include the following:  

The Four Cs of induction 

Managers should cover four distinct areas, known as the 'Four Cs', when developing an engaging induction program.  


Culture provides an overview of the organisation, along with its history, values and ethical behaviour in the workplace. Archive footage and CEO footage can add emotion and depth to the induction training. Adding elements that stimulate an emotional response and cover values of the organisation will help develop a sense of belonging and set a strong foundation for a good working environment. 


Along with culture, connection is developed to support employees with building relationships within the organisation and meeting the team. A major step in induction should be introducing new employees to staff and creating an environment in which the new employees feel welcome and included in conversation. The initial development of these relationships is major in retaining employees. 


It can be unnerving for a new employee to enter a new role, especially if they are unsure of what needs to be completed and how it needs to be completed. All induction training should incorporate clarification so that a new employee fully understands their responsibilities. This could be displayed by a presenter or employee completing a job task on-screen and discussing the role.  


Rules, policies and regulations are a major aspect of every organisation that must be explained before work commences. Having a location for all resources that employees can access is essential for compliance in any industry. Managers should research systems, such as PowerHouse LMS, that can offer this function in an organisational system. 


Induction game plan 

While utilising the tips above, managers should develop an induction training program that is creative, visual and engaging for all new employees. It is possible to create meaningful induction training that new employees will actually sit through. Check out further tips on how to induct and grow without limits here