Don’t be lazy when reviewing induction
I was chatting with someone yesterday about getting employee feedback to gauge how they are feeling.
We talked specifically about getting feedback during someone’s induction. You and I both know the importance of a good induction programme, so that new employees can:
- Get up to speed in their role as quickly as possible
- Feel confident in their new role
- Form a positive impression of the business and reassure them it’s a place they want to stay
What many businesses do is to set about this with a lazy question.
And that question is
“Is everything OK?”
Asking “Is everything OK?” at best will only give you a yes or no answer.
And more often than not people will respond “yes” irrespective of how they are really feeling. (The same applies with customers by the way.)
Instead here are my top tips for getting meaningful feedback when reviewing someone’s induction and your onboarding process in general, so all your hard earned efforts to recruit don’t go down the drain…
Schedule weekly meetings with your new starters for a minimum of the first four weeks to review progress, answer questions, and identify when help is needed.
This is also a great time to get feedback from them on their ideas and observations. Often a fresh pair of eyes will highlight things you’ve missed, and they bring with them experience and insights on how to do things better.
To get the best results from these review meetings ensure you have a structure to follow.
- Start by asking how they’re settling in.
- If you’ve set them some specific mini goals, ask how things are progressing. To avoid a general “ok” which doesn’t really tell you very much, I find asking people to rate on a scale of 1 to 10 gives you a good starting point then to explore whether there might be any problems or concerns.
- Then go on to discuss how you can help to enable them to do their job better. Are they getting all the support, resources and training that they need? What tasks are they finding challenging, and what can you do to make it easier?
- What feedback, suggestions or ideas do they have about the way you do things?
- Give your own feedback (see this previous post here or watch a recent video here starting at 1:47) on how you feel that they are doing.
- Agree what happens next, what to do more of, what to do less of, where they need support from you and what form that might take.
- Summarise any actions, record and agree next review date.
If you only do one thing when reviewing induction: Avoid closed questions such as “is everything OK?” and replace them with structured open questions about specifics.