The Basics of a Good Induction Process
A good induction reassures new hires and helps them contribute quickly. Here’s a practical approach to onboarding that builds clarity, confidence, and momentum.
Editor’s Note: This piece sits in the Leadership & Work in Practice layer of the Cultivated library. It explores induction as a practical mechanism for reducing the cost between hiring and value creation.
The Basics of a Good Induction Process
A strong induction process has two outcomes.
It reassures people they made the right decision by joining your company.
It helps them become productive as quickly as possible.
That is the work.
Induction is not gift bags, rituals, or forced icebreakers. It is the quiet, deliberate work of helping someone understand where they are, what matters, and how to contribute.
Clarity from Day One
Make expectations explicit.
What the role involves, who they work with, where information lives, and how to get help.
A new starter should never feel lost.
Confusion is an unnecessary tax on attention.
Pairing Over Classroom Training
On-the-job learning beats courses.
Pair new starters with someone already capable in the role. A buddy.
They learn the mechanics, the shortcuts, and the unspoken norms far faster than any handbook can convey.
Proximity creates capability.
Relationship Before Performance
Welcome people personally.
Give them time.
Answer questions.
Be present.
The first day sets the tone. Belonging is a prerequisite for contribution.
Presence Without Hovering
Check in frequently during the first week, then gradually step back.
Support without suffocating. Make sure the buddy remains available for the first few weeks.
Independence is earned through supported practice.
Start Management Early
Be explicit about how you lead.
Set up regular 1:1s.
Explain how feedback, goals, and coaching will work.
Transparency builds trust faster than any onboarding pack.
Make the Tools Ready
Laptops, logins, access rights. Obvious, yet often neglected.
Nothing erodes momentum like a capable person waiting for passwords.
The Key Point
Induction is not hospitality.
It is enablement.
The goal is simple: reduce the distance between joining and contributing.
When people feel oriented, supported, and trusted, they begin creating value sooner. And when that happens, the organisation benefits immediately.
This piece forms part of Cultivated’s wider body of work on how ideas become valuable, and how better work is built.
To explore further:
→ Library — a curated collection of long-form essays
→ Ideas — developing thoughts and shorter writing
→ Learn — practical guides and tools from across the work
→ Work with us — thoughtful partnership for teams and organisations
