This is the fourth video in a series hosted by Mango featuring our Partners from across the world.
In this video, we are going to hear 10 Mango partners thoughts on inductions. What should be in an induction? And how do you know that the information in the induction has been passed to the person being trained?
Our partners all have different experiences with this, so we found it really interesting to hear what they had to say, with some real-life examples to back up their thoughts.
Watch the video below, and leave your own thoughts on what it makes a good induction, OR what makes a bad one!
Partners featured in this video:
- Nicholas Graham from SRM Consulting - South Africa
- Andrew Thornhill from IRM Systems - Melbourne, Australia
- Sean Banayan from Kaizen Consulting - Auckland, New Zealand
- Laurie O'Donoghue from Total Management and Training - Cairns, Australia
- Gary Patrick from QSM Group - Perth, Australia
- Michael Terry from Momentum Safety & Ergonomics - Australia
- Phil Potter from PKP and Associates - Sydney, Australia
- Chris Docherty from FQM Limited - Scotland, UK
- Richard Burgess from Borne Safety - England, UK
- Jodie Read from Penarth Management - Cardiff, UK
Some key themes across these responses:
- A combination of both online and offline often works best
- The content is the key - ensure it aligns with the site, HR details and the overall job for this person
- Effectiveness could be determined by assessment that covers key issues
- Information overload will never be effective
- Make regular interventions to keep the information front of mind ("if you don't use it, you'll loose it")
- The best inductions are staged over a couple of weeks, not just 1 day
- The follow up is critical.
- Treating the induction as a 'mini development plan' that happens over a short period of time
- Weaknesses in using offline induction, in that you do not always know what is happening
- Using offline as a way of telling the person the critical information, then online as a way to assess them on what they learnt.