Talent management and employee engagement › A Strategic Approach to Induction: Engage your Talent from Day One

A Strategic Approach to Induction: Engage your Talent from Day One

Induction training to help you with the business critical issue of talent management

This is a sample learning overview that we can design and deliver specifically for your organisation.

UK organisations are losing up to £2 billion a year in employee productivity due to inefficient induction processes. With the considerable investment of time and resources into identifying and recruiting key talent, organisations really cannot afford to fall down with a sub-standard induction programme.

Making your ‘on-boarding’ and induction programme strategic requires careful planning and integration at all levels of the business. Induction has moved from an administrative HR process to strategic, integrated talent management. By understanding the needs and ensuring the strategic linkages, HR can champion and facilitate the design of a scheme that cascades throughout all levels of the organisation.

We can design and deliver workshops around creating a strategic approach to induction. Such a programme will provide key insights into the dynamics surrounding ‘on-boarding’, will help you develop a scheme that is strategic, and will examine how its impact can be monitored and evaluated.

Effective employee induction will kick start an employee’s engagement from day one through cultural alignment, the establishment of key relationships, unlocking of potential and discretionary effort and a sense of immediate ‘belonging’. All of which result in measurably enhanced engagement, productivity and performance levels.

Participants will:

  • Understand the critical role of induction on an individual`s level of engagement and performance, impacting their intention to stay, capability and motivation to perform
  • Examine the role of the line manager, and appointing team/department in the induction process and activity
  • Learn how to maximise individuals` engagement from day one
  • The role of branding, pre-induction activity, organisational values and culture
  • Connect induction to the beginning of the performance management and talent management processes
  • Assessing induction needs for different groups and areas
  • Approaches and metrics to assess the impact of your induction programme

View typical programme content


Induction integration: Creating integrated and sustained performance in line with organisational needs, values and priorities

  • Why does induction have such strategic impact?
  • What must a strategic induction process entail?
  • Integrated induction: linking attraction and retention to talent and performance management

The link to engagement and performance

  • What is engagement and why does induction play such a critical role?
  • How do you engage new starters through an effective induction process?
  • Accelerating to full performance: the role of induction in optimising the route to full performance
  • Employer branding, socialisation and cultural integration
  • Optimising retention through those critical first months

Practical, interactive activity

  • Self assessment and analysis: exploring the effectiveness of your current induction processes and determining your priority needs

Poor induction: determining the causes and overcoming the challenges

  • Exploring the hidden costs of poor induction
  • Examples of mismanaged induction: where does it usually go wrong
  • Determining the danger zones in your organisation and finding your quick wins

A strategic induction programme: key components and considerations

  • One size does not fit all: determining staff groupings and needs
  • Balancing the formal with the informal, the tailored with the generic
  • Face to face, technological, written and practical: exploring a total programme
  • Adding creativity and spice: how to reach out and engage
  • The critical first day and week
  • The central role of line manager in induction
  • Special considerations for senior executives

Impact assessment: what to consider

  • Approaches to evaluation and monitoring: key measures, indicators and metrics
  • Case studies: reviewing some examples from other organisations

Designing a scheme that will work in your organisation

  • The role of HR: what role should you take to ensure strategic recognition and impact
  • Getting the process of design right: involving your organisation to ensure ownership and buy in
  • Pragmatism and best fit approach: pulling it all together - what will work in your organisation?

Action planning

  • Key actions and priorities to implement when back in your workplace

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