Laying the groundwork with effective inductions
The first few months in a new organization play a defining role in an individual's commitment, sense of purpose, alignment with values, and ultimately – retention. Cliches are, after all, often built on facts, and it's true that the first impression can leave an indelible mark on people.
That's exactly how it is for a new joiner when they set foot in a company. It may feel like they are now part of the team, but as leaders and HR, the onus continues to lie on us to win them over for the long run.
Setting the tone
Induction and onboarding programs have been evolving rapidly over the years. What was once a brief 'hello' followed by a series of informative emails from HR, has now become a systematic creative endeavor, planned to a t, and executed with superlative process-orientation.
For a new joiner, the first day, week, month and quarter can be daunting – all in different ways. There is a sense of nervousness about everything from social integration and belongingness, to larger professional ambiguity like understanding their place in the organization, charting their goals, building a rapport with their manager, and ultimately being reassured that the workplace is reciprocating their commitment.
I've also seen over years of being in the HR function, that new employees often make up their mind about a company very early in their tenure. It's only natural. They form perceptions in their first few interactions, and learn about the organization not just through the resources provided but also through everyday observation. The idea, thus, isn't to regale new joiners with an over-the-top induction, but to build a thought-through experience that truly represents the culture and is sustainable in the long run.
A holistic experience
This requires participation from team leads and managers, as much as it does from the HR and TA teams. For a new entrant, every experience matters. They have joined with a certain perception of the organization, and with aspirations that are based on this perception. As soon as they join, the expectations are high. A joiner wants their new job to meet the brand that was projected externally. And this is a fair expectation. Whether it's the excitement of working with cutting-edge tech, the anticipation of learning from prolific leaders, or the joy of finding a place that boasts a fun culture – a sense of hope is often the primary feeling for a new entrant.
This reality comes through in the smallest of nuances. Is the manager present during the first week to set the tone for the new employee? Are team members introduced early on? Are everyday processes explained for smooth functioning? Are team leads or work-buddies available and accessible to answer questions the new joiner might have? Are simple things like a laptop, workstation and Wi-Fi access set up seamlessly?
The considerations are vast and numerous, but also utterly essential to make a new employee feel included and comfortable. It's crucial to always remember that retention endeavors begin on day one.
At Sterlite Power, for instance, our induction program Power Path – Ignite Your Journey, aims to do exactly as the name suggests. With it, we help our new entrants find a sense of direction and belonging in the organization, laying the ground for a successful and fulfilling future with us. Because a comprehensive onboarding experience lays the foundation for a positive culture and equips new joiners to sustain that culture as they grow.
Igniting the path ahead
At Sterlite Power, Day 1 begins with a meet-and-greet, critical both for the organization and the new employee. A sense of nervousness and anticipation fills the entrant's day, and we believe that it's our duty to calm the nerves while encouraging the excitement. To do exactly this, the TA operations representative, HRBP and Hiring Manager connect with the joiner on Day 1, making sure they feel welcomed. And that's not all. We've also thought about the smaller details that make all the difference. From a fun and useful welcome kit, to a hybrid model of induction that includes remote employees – the process is made both engaging and convenient. Interactive modules ensure that the program is enjoyable, and that people are sensitised on the critical fundamentals – from PoSH and Information Security to HSE and Ethics.
These details familiarize the joiners with the culture and the practicalities of working at a new organization. It's important to ensure that new entrants do not feel confused or lost in their induction & onboarding phase. What can help here is to conduct these programs in cohorts where people are part of a group that is at the same stage as them. Gradually, as interactions and sessions take place, people will begin to mingle more, find like-minded colleagues and enjoy the camaraderie around them. With leadership connects, feedback loops at the 30- 60- & 90-day marks, and business overview sessions, we then achieve a holistic introduction to the organization.
Considering that India's top companies are seeing a sharp spike in attrition, with the median attrition rate of BSE 100 companies standing at 17% in FY 2022-23, versus 15.4% in FY 2021-22 and 10% in FY 2020-21, retention is an ongoing challenge in the corporate sector. With well thought-out, expertly crafted and future-fit induction programs, companies can take the first step in making their newest members feel included and empowered. After all, the first impression can set the tone for everything ahead.
