Dear Friends
Our organization has been under the renovation process for a long time for which we have not been able to conduct any training programs and not even the Induction.
We are planning to conduct the Induction in the month of Jan, by which the renovation should be over.
I am little concerned about what the new joinees might think about it. By now, I assume they already have some perception about the organization which could create a barrier during the induction program to create new set of mind.
The organization culture needs lot of improvement.
We want the old employees also to be a part of the induction but it might sound strange as they have been here for a long time.
So should we involve them or conduct some other program to communicate the same aim an objectives and have common grounds based on the policies.
The main objective is to rationalize their perception and understanding.
Need Suggestions!!!
Thank You
From India, Lucknow
Our organization has been under the renovation process for a long time for which we have not been able to conduct any training programs and not even the Induction.
We are planning to conduct the Induction in the month of Jan, by which the renovation should be over.
I am little concerned about what the new joinees might think about it. By now, I assume they already have some perception about the organization which could create a barrier during the induction program to create new set of mind.
The organization culture needs lot of improvement.
We want the old employees also to be a part of the induction but it might sound strange as they have been here for a long time.
So should we involve them or conduct some other program to communicate the same aim an objectives and have common grounds based on the policies.
The main objective is to rationalize their perception and understanding.
Need Suggestions!!!
Thank You
From India, Lucknow
Hello,
Your concern is absolutely right!
If some employees (new joinees) are already on board (without any induction) they have learnt either on their own or have been given some inputs by older employees. Whateber the situation, they have formed some impression of the organization.
If you have nothing new to tell, your task of conducting becomes so much more tough but not impossible.
In the present situation, involving older employees sounds a very good idea.
I recommend change in approach for induction.
1) At the outset, accept the reality that "formal induction" is delayed. Give reasons.
2) Now structure the inputs differently. Instead of telling them "what it is" on any subject or issue, ASK them what have they have found out about these subjects and issues. Correct their information/perceptions yourself and with the help of older employees.
3) For subjects and issues they yet seem to be unaware of, give them fresh inputs as you would have given during the normal induction programme.
I see a distinct advantage in this approach. Apart from efficiency, the company is neither aplologitic nor defensive. It is just being realistic. Involving older employees will help assimilation and the recommended approach will afford an opportunity to the older employees to also refresh their perspectives on various subjects and issues.
Consider, if you like this approach.
Good Luck.
Regards
samvedan
December 6, 2010
---------------------
From India, Pune
315Your concern is absolutely right!
If some employees (new joinees) are already on board (without any induction) they have learnt either on their own or have been given some inputs by older employees. Whateber the situation, they have formed some impression of the organization.
If you have nothing new to tell, your task of conducting becomes so much more tough but not impossible.
In the present situation, involving older employees sounds a very good idea.
I recommend change in approach for induction.
1) At the outset, accept the reality that "formal induction" is delayed. Give reasons.
2) Now structure the inputs differently. Instead of telling them "what it is" on any subject or issue, ASK them what have they have found out about these subjects and issues. Correct their information/perceptions yourself and with the help of older employees.
3) For subjects and issues they yet seem to be unaware of, give them fresh inputs as you would have given during the normal induction programme.
I see a distinct advantage in this approach. Apart from efficiency, the company is neither aplologitic nor defensive. It is just being realistic. Involving older employees will help assimilation and the recommended approach will afford an opportunity to the older employees to also refresh their perspectives on various subjects and issues.
Consider, if you like this approach.
Good Luck.
Regards
samvedan
December 6, 2010
---------------------
From India, Pune
Dear Preeti,
I believe you have an unique opportunity here. An induction program aims to break the ice and orient the new joinees. Whereas, in your situation the ice have already been broken and the orientation have started setting in. Please consider the following suggestions while designing the program.
Regards,
(Cite Contribution)
From India, Mumbai
I believe you have an unique opportunity here. An induction program aims to break the ice and orient the new joinees. Whereas, in your situation the ice have already been broken and the orientation have started setting in. Please consider the following suggestions while designing the program.
- Company inputs presentation: Begin the presentation with a quiz. Divide the participants into groups. Make it fun and interactive. Arrange for some prizes no matter how small it is. It can be as small as a chocolate. The idea is to get them share what they have collected as an information so far. Do not make fun of them even if they are horribly incorrect.
- As you begin the presentation, provide data, relevant to their roles. You may have them joining from live teams. Connect those data to their teams for better association and recall.
- Call for a group presentation on the company culture. Give them a format with chart papers where they put a slogan and draw pictures of what they associate with the culture. This would give you a feedback on how new comers view your organization. During the presentation by each group, focus on the key words used by them. Associate those words when you orient them with the company culture.
- Invite a top leader to speak to the employees. So far they must have already known the who's who in the company. A session to network with the top executive would make productive use of their time.
- Incase your program include training on user based ERP module including Reimbursement and attendance, collect feedback on how user friendly is the product. They have already been using it. Though you may not need to handhold them, yet they would have blind spots in their understanding.
- Focus of the event is to gel them better with the organization. Use interactive methods to collect feedback from them. This is your unique opportunity to take them back to day 1 yet get a matured insight from them.
Regards,
(Cite Contribution)
From India, Mumbai
Dear Sir, I clicked the response to this post without seeing your answer . Very happy to read your reply. Thankyou for your guidance. Regards, (Cite Contribution)
From India, Mumbai
From India, Mumbai
Dear Mr. Samvedan
Thanks you so much for the amazing ideas. I have already started preparing a list of things that I would want to do.
Once I am ready, I would share it with you and do let me know what you think about it.
Appreciate It :)
From India, Lucknow
Thanks you so much for the amazing ideas. I have already started preparing a list of things that I would want to do.
Once I am ready, I would share it with you and do let me know what you think about it.
Appreciate It :)
From India, Lucknow
Thanks (Cite Contribution), Really good and interesting ideas. I am sure that the points u mentioned would really be effective in presenting to the both old and new employees. :)
From India, Lucknow
From India, Lucknow
Hello,
Glad you see some merit in what I have suggested.
You are welcome to share your ideas and PoAs
Having been invited to respond, I certainly will!
My approach is to help in every way that I can within my areas of my competence.
So, so not hesitate!
Regards,
samvedan
December 7, 2010
----------------------------
From India, Pune
Glad you see some merit in what I have suggested.
You are welcome to share your ideas and PoAs
Having been invited to respond, I certainly will!
My approach is to help in every way that I can within my areas of my competence.
So, so not hesitate!
Regards,
samvedan
December 7, 2010
----------------------------
From India, Pune
The objective for conducting induction during the initial days is to avoid a new employee to create a wrong perception about the organization and its processes. Here in your case you have missed it, and that itself would have created a negative impact in the minds of the new employees. Anyway do what u have to do and it would be nice if you could conduct the induction at the earliest and communicate the reason the reason for the delay. But while conducting the induction make sure you have to make yourself very clear to them that what you are communicating is the actual thing and the company wont accept any deviation from that.....
From Kuwait, Kuwait
From Kuwait, Kuwait
Dear Preeti
Greetings
I appriciate your concern regarding induction which has been delayed. It happens sometimes that we reach in time to catch the train but train is late which is not in our hand. Middle management is like back bone of any organisation which has to listen to the head and co-ordinate with hands and legs to work.
I donot know what type of organisation u are working but I am working in the construction field (Oil & Gas Company) where Safety Induction is must to avoid any injuries or occupational illness. Knowlege is knowledge when ever it is imparted. You can very well say in the induction programme that delay is due to renovation and that is it. We should play our part best and life becomes easy. Have a nice time. Thank You.
With Kind Regards
Gurmukh
From United Arab Emirates, Dubai
Greetings
I appriciate your concern regarding induction which has been delayed. It happens sometimes that we reach in time to catch the train but train is late which is not in our hand. Middle management is like back bone of any organisation which has to listen to the head and co-ordinate with hands and legs to work.
I donot know what type of organisation u are working but I am working in the construction field (Oil & Gas Company) where Safety Induction is must to avoid any injuries or occupational illness. Knowlege is knowledge when ever it is imparted. You can very well say in the induction programme that delay is due to renovation and that is it. We should play our part best and life becomes easy. Have a nice time. Thank You.
With Kind Regards
Gurmukh
From United Arab Emirates, Dubai
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