The Basics of a Good Induction Process
(I go into more detail in my book Join Our Company)
A strong induction process has two clear outcomes:
- It reassures people they made the right decision by joining your company.
- It helps them become productive as quickly as possible.
That’s it. Straightforward.
Unfortunately, induction and onboarding are often misunderstood. They are not about free gift bags (LinkedIn is littered with these posts), or awkward clapping and cheering rituals (again, LinkedIn—cringe), and they’re definitely not just about throwing a few social lunches or icebreakers at people.
A good induction is about helping new starters do the job they were hired to do—effectively and quickly. People want to contribute, and managers want their teams up and running. Done well, an induction balances structure with flexibility, support with independence.
And of course, it's also about re-assuring the new hire that they made a great choice in joining your company.
You can use the publicly available induction plan that I often use for small to mid sized teams.
You may need to refactor some bits, but it's proven very helpful for many people.
Get the guide
So, how do you achieve this balance?
1. Clear Communication
Make expectations explicit from day one. Share what the role involves, who they’ll work with, where to find key information, and how to get hold of you. A new starter should never feel lost or unsure of what to do next.
2. Buddy and Pairing
On-the-job training beats classroom training every time. Pair your new hire with someone who’s already excelling in the role. They’ll learn the ropes, the unspoken behaviours, and how the organisation really works—fast.
3. Build the Relationship
Welcome them personally. Give them your time. Answer questions, listen, and make it clear you’re approachable. The first day sets the tone—don’t be the manager who’s mysteriously absent. A short check-in can make the difference between someone feeling isolated or feeling like they belong.
4. Keep in Touch
Be present during the first week. Check in regularly, then step back as they gain confidence. Support without hovering—that’s the sweet spot. Ensure their buddy is available the first few weeks too!
5. Kickstart the Management Process
Be upfront about how you lead and manage. Explain your management style, book regular 1:1s, and set up a coaching plan together. Transparency early on makes it easier to build trust and momentum - and it sets expectations right at the start.
6. IT Ready
This one seems obvious, but it’s shocking how often it’s overlooked. Make sure laptops, logins, and access rights are sorted before they start. Productivity plummets when someone spends their first two weeks chasing passwords instead of learning the role. (Yes, I’ve lived this. Three weeks. No laptop.)
The Key Takeaway
Induction isn’t about overwhelming people with information, nor is it about treating them like guests at a hotel or special event. It’s about giving them the right tools, the right guidance, and the right support to get productive quickly.
I use a simple Trello board for my induction process, which I’ve refined over the last seven years. You can grab a copy here: Cultivated Onboarding Trello Board. Copy it, adapt it, hack it, add to it and let me know what works for you.
When you get induction right, people feel welcome, relaxed, and confident—and that’s when they can do their best work.
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