There are plenty of innovative practices for induction to orient the employees towards a new culture.
Lets acknowledge what needs to remain constant:
- Information about the organisation
- Presentation of HR policy and employee handbook
- Introducing to the teams and leaders.
- A walk-around to the layout of the building
- If its a geographically located firm, then a video to offer a complete picture to the company.
- Un-conference or an open house to ensure networking
What can be done best to avoid monotony, is to include certain quizzes and impromptu presentation by the attendees , about how much they know about the organization and their vision with the new role.
Few ice-breakers that can inculcate culture would be asking the participants to present who they are and what they expect out of the program.
Arranging goodies including the welcome kit and a memento or any corporate gift as available, would add to the experience.
A lunch with a senior leader offer them the option to connect in an informal environment.
As we consider these areas, we are assuming that their work station and email id would be up and running to avoid any delay in getting started.
If transport or cafeteria policies are different for the new employees, its best to share and remain transparent about it.
Few innovative experience are being created by firms such as Sidlee , where they have a specific room with a chair and the Sidlee album for new joins. Here's what Twitter does on Day 1. <link outdated-removed>
A firm where I worked used to email the content of the HR Policy and Employee handbook a day before the employee joined, so that the employee can read it and can clarify during the orientation program.
Lets hear from our members on how are they doing it differently.
4th May 2013 From India, Mumbai