Seeking Ideas for Crafting a Meaningful Pledge for New Recruit Induction Ceremony

We are planning to start new recruit induction with a pledge similar to the President's pledge, etc., which they take. Would be thankful to the members if they share valuable inputs on how I can take it forward.

Regards, Ekta Tekawade

Dear Ekta, you wanted to conduct a swearing ceremony for the newly joined employees. Would you mind telling me whose brainchild this is and why there was a need to do it?

The Purpose of Oaths

The oath that elected representatives take is to protect the constitution of India (or the constitution of that respective country if it is a democratic country). If it is proven that the oath is violated, a privilege motion is moved against the elected representative. Oaths are also taken by judges, senior-level bureaucrats, and armed forces personnel. However, where is the question of legal sanction in your case?

Promoting Ethical Conduct

Through swearing-in, it appears that you wanted to promote ethical conduct. However, there are other means to promote ethical conduct. One way is to live by the values of the organization. Have you promulgated the values of the organization? If yes, have employees understood these values? Do employees perceive that the organization's values are respected in their workplace?

Another way to promote ethical conduct is to create an environment of justice. No person should feel that he/she has been let down. Have you done that?

Challenges and Considerations

You may administer oaths to the newly joined employees. However, what about the violation of the oath? What penalties are attached? What about the transgressions by those who joined earlier and did not take any oath? What if a person takes an oath and then you hold him/her accountable for their actions but find that he/she starts pointing fingers at others too?

Can juniors point out seniors for the violation of the oath? Will seniors get irritated because of this unexpected empowerment of the juniors? Have you considered this risk?

Creating a Culture of Openness

It is important to create a culture of openness and transparency in the company. In the town hall meetings at Google, any junior is empowered to ask any question if he/she feels that the company is not living by the values or their vision or mission statement. The brief that the CEO gives to the Board of Directors is circulated throughout the organization. They do not hide anything from their employees. This is exactly the starting point of motivation for Googlers. Therefore, your challenge is to create a culture of motivation, and a route of oath-taking may not be conducive to the formation of that culture. They could be weighed down by the invisible burden of the oath!

Thanks,

Dinesh Divekar

Dear Ekta,

Dineshji has given a comprehensive answer. I think the very idea of this oath-taking has come from your apprehension that in this fast-changing world of high attrition, the employees leaving your organization may divulge your trade secrets. I think you can tackle this by including a clause in the appointment letter about employees maintaining desired secrecy. Although it is not a foolproof method, there is little else you can do!

Madam Ekta, I appreciate this novel initiative from HR of oath-taking by new joiners as a part of the induction process. But in my view, it has to gel with the mission and values of the organization.

First of all, you should be clear about the very purpose of this oath-taking intervention. It is better if the purpose is to create moral bonding and align employees' thinking with the company's values. But to equate it with the President's oath-taking is far-fetched and out of place. Basically, the oath should be couched in simple language emphasizing carrying out duties and responsibilities with the utmost sense of devotion and dedication and giving one's best to the organization by diligently following the rules, regulations, and policies of the organization.

With such a limited purpose in mind, I presume this might be an impressive start to an employee's career with the company, together with other parts of the well-designed induction process.

Wish good luck, Ekta, for this new HR initiative.

Regards, V.L. Nagarkar
HR Consultant

Dear Ekta Madam, your idea is good, but there are practical problems. Could you consider introducing, during the induction process, a welcome speech for the new joiners from the director or someone from HR who would speak about the company's value system and also cover the company's expectations from the employees? It can be a PPT presentation or a speech.

If you have an induction manual for the new employees or plan to prepare one, then the above part can be included in the induction manual for new employees.

The idea is that the employees must understand that they are a vital link in the company hierarchy, and their contribution is highly valued in a particular way. You are covering this part through the expectations of the company from new employees.

Another idea could be to facilitate discussions among the new recruits on this subject as part of the induction process.

Whatever you decide to introduce, please ensure that the superiors agree with the new concept to ensure the acceptance of these changes by the higher management.

Best Wishes and Regards

Dear Dineshji, I beg to differ with your rather negative views on the introduction of oath-taking as a part of an induction process. I subscribe to this new idea coming from the new-age HR professional like Ekta. If the purpose of this idea is honest and transparent, then I have reason to believe that it will succeed. At the same time, I do not expect it to make a great impact as to create magic. But certainly, it needs to be tried out as an integral part of the induction process.

Go ahead, Ekta, and wish you great success!

V. L. Nagarkar HR Consultant

Dear Ektaji, I presume your question is limited to the introduction of a pledge similar to that which is administered in Parliament and by the President. You definitely understand the contents of the pledge. The introduction of a pledge is a good idea, and I hope that this will be regarding protecting, preserving, and serving the interests of the company.

There is nothing wrong with it, but if you stop midway and/or do not follow it, or if it is not followed by the seniors, or if it creates a doubt that seniors are neither following it nor taking it seriously, it will cause severe withdrawal symptoms detrimental to the interests of the company. Juniors observe the actions and words of the seniors.

Best regards, [Your Name]