Training-in—also referred to as employee induction—is the structured process of introducing new employees to a company or a specific department. Whether they are entirely new to the organization or transitioning within it, successful onboarding is essential for effective integration and long-term performance.
The process is typically guided by a formal induction plan and includes several coordinated activities:
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Introduction to colleagues and team members they will work with regularly
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One-on-one briefings with key stakeholders and job holders
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Tour of the workplace with task explanations and step-by-step instructions
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Participation in relevant meetings and role-related conferences
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Inclusion in company tours, training sessions, and internal learning programs
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Assignment of mentors to support faster integration and knowledge transfer
Structured Implementation
The training-in process is usually managed by the respective department and often follows structured approaches such as the four-step method (demonstration, practice, feedback, and execution). It should be both systematic and balanced—avoiding overwhelming or underutilizing new employees during their initial days.
Common Negative Strategies to Avoid
Poorly planned onboarding can backfire. Common pitfalls include:
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Protection Strategy: New hires are under-challenged and not given constructive feedback, which may reinforce bad habits.
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“Thrown into the Deep End” Strategy: Employees are left to figure out tasks on their own, leading to stress, disorientation, or burnout.
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Uprooting Strategy: New employees are intentionally over-challenged to test their abilities, which often results in frequent mistakes and lowered morale.
Importance of Feedback and Integration
Feedback is critical throughout the training-in phase. It helps assess progress, clarify expectations, and build confidence. The onboarding process concludes when the new employee is successfully integrated into the company culture and workflow, ensuring a productive start and long-term engagement.
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