Why Getting Induction Training Right Matters

Induction training sets the stage for new employees, temporary staff, and contractors to succeed in your organisation. It’s not just about ticking a compliance box—it’s the first impression of your workplace, your culture, and how much you value your team. When induction is done poorly—or not at all—the ripple effects can be damaging for the individual, the team, and your bottom line.

We’ve all had the experience. The relief when that new hire accepts the position, but then the reality of the impact getting that new hire up to speed hits. The preparation. The calls to departments for equipment. The hit to your team’s productivity as they carry that new hire for the first days, weeks…..months?

You may have had first-hand experience with poor induction. That first day when you felt more of a hindrance than an asset. Indeed it may have led you moving on sooner rather than later.

In this blog, I’ll explore why induction training matters, the risks of not getting it right, how to ensure yours hits the mark for every type of hire, and how you can justify the spend to get it right.

The True Costs of Poor Induction Training

Forgetting to invest in proper induction training can have far-reaching consequences, including:

1. High Turnover Rates

When employees feel unprepared or undervalued, they’re far more likely to leave. Research from Glassdoor highlights that companies with strong onboarding processes improve employee retention by 82% and productivity by over 70%. However, nearly a third of new hires quit within the first six months due to poor onboarding.

Temporary staff and contractors are no exception—they, too, need a clear understanding of their role to deliver results. Without it, organisations risk inefficiency, rework, and avoidable disputes, as seen in case studies by companies like BambooHR, which emphasises the value of structured onboarding for every role.

2. Compliance Risks

For regulated industries, poorly executed induction training can result in non-compliance with legal requirements. A report from EHS Today showed that nearly 40% of workplace safety violations could be traced back to inadequate or overlooked onboarding. Contractors and temps are particularly vulnerable here, as they often operate under compressed timelines and receive less thorough inductions.

3. Reduced Productivity

Induction isn’t just about filling out forms or reading policies—it’s about equipping new team members with the tools, knowledge, and confidence they need to perform. A study by the Aberdeen Group found that employees who felt well-prepared during their first week achieved proficiency 34% faster than those who didn’t. Without a strong induction program, confusion reigns, and existing staff often have to step in to cover gaps.

4. A Negative Workplace Culture

Neglecting induction can give the impression that your organisation doesn’t care about its people. Over time, this erodes trust and fosters a "sink or swim" culture, which can have long-term effects on collaboration and loyalty. As LinkedIn’s Workforce Learning Report points out, 94% of employees would stay longer at a company if it invested in their development—and that starts with a great induction experience.

The Key Ingredients of Successful Induction Training

To avoid these pitfalls, focus on creating an induction program that is thorough, engaging, and tailored to your workforce. Here’s how:

1. Start with a Plan

Every successful induction begins with a detailed plan. Tools like Monday.com or Trello can help map out timelines and tasks, ensuring you don’t miss critical steps. Be sure to account for the unique needs of temporary staff and contractors, who may require fast-tracked or simplified onboarding processes.

2. Tailor to Different Roles

Temps and contractors might not need a full deep dive into your company’s mission, but they do need clear expectations, access to the right tools, and training on relevant policies. Permanent hires, on the other hand, will benefit from a more comprehensive introduction to your culture and career development opportunities. Companies like GSK have successfully implemented tiered onboarding programs to address the varying needs of their workforce.

3. Use Blended Learning Approaches

Combine face-to-face sessions, e-learning modules, and on-the-job training to cater to different learning styles and schedules. For instance, organisations like Deloitte integrate digital solutions like personalised e-learning paths with traditional mentorship for a seamless onboarding experience.

4. Build in Support

Assign a mentor or buddy to help new team members navigate their first days. A buddy system can significantly increase engagement and retention, as shown in Gallup’s research on workplace support structures.

5. Gather Feedback and Iterate

Make it easy for new hires to share feedback about their induction experience. Tools like SurveyMonkey or Culture Amp can help gather actionable insights, enabling continuous improvement of your program.

Making the Case for Proper Induction Training

Investing in induction training isn’t just the right thing to do—it’s a smart business decision. When you equip employees, temps, and contractors with the tools and knowledge they need, you:

• Reduce turnover costs by retaining new hires longer, as proven by retention-focused studies from SHRM.

• Mitigate risks by ensuring compliance from day one, avoiding costly fines and legal repercussions.

• Boost productivity by setting clear expectations and providing the resources to meet them.

• Strengthen culture by demonstrating your organisation’s commitment to its people, a strategy employed successfully by companies like Zappos.

Conclusion: First Impressions Last

Induction training is your opportunity to set the tone for a successful working relationship, whether it’s with a long-term hire, a seasonal temp, or a specialised contractor. Get it right, and you’ll see the benefits ripple through your organisation in engagement, compliance, and performance.

You have the facts. You may have the experience of a poor induction. You know what you need.

If your current induction process feels like it’s missing the mark—or if you’re starting from scratch—let’s have a conversation about how to build a program that works for everyone.