Resources

David Did It! — Induction or Introduction? Why Your Onboarding Isn’t Sticking

Since my post a few weeks back about Induction and thanks to Lee how me created ours more clients have been reaching out to chat about their induction. Lee has thankfully made time to speak with them, discuss their current Induction process and been able to offer some tips and advice on areas for improvement. Some client have even admitted they don’t have an induction and Lee has also been able to support them in creating a bespoke plan.

However let’s talk about something that’s come up a lot since my last post on inducting new team members.

Several lovely clients got in touch to say:
“We know onboarding is important, but we’re not sure ours actually delivers what we want it to.”

Firstly, if that’s you, you’re not alone. Onboarding is one of those things most people assume they’re sort of doing well enough, until they stop and actually audit it.

So I’m diving deeper today.
This isn’t about having a fancy slide deck and a biscuit tin on Day One. It’s about what your onboarding does – and why, if you’re still seeing new hires struggle, you may need more than just an introduction.

The Realities of Starting a New Job

Starting a new job is weird.
Even when someone’s excited and ready to go, their brain is flooded with:

Am I doing this right?
Who’s that person from IT again?
Wait, where are the loo rolls kept?

Your onboarding isn’t just about box-ticking, it’s about helping them feel confident, informed, connected, and clear on what good looks like.

Induction vs. Onboarding — What’s the Difference?

Let’s clear this up:

Induction is the initial welcome – fire safety, where the milk lives, meeting the team.
Onboarding is the ongoing journey – how someone gets from “newbie” to “trusted, capable team member”.

If your induction ends after Day One, you’ve basically just handed someone a business card and crossed your fingers.

Onboarding That Sticks Has These Things in Common:

1. Clear Objectives

What does success look like by Week 1, Month 1, and Month 3?
If you’re not defining it, they’re guessing it.

2. Proper Tools and Training

Don’t assume they know your systems – even seasoned professionals need the 101.

3. Culture Clarity

You can’t say “we’re collaborative” and then leave someone to figure it all out solo.
Onboarding is where culture either comes alive or falls flat.

4. Regular Check-ins

Not performance reviews – actual conversations.
“How are you finding things?” goes a long way.

5. Team Buy-In

If your wider team sees onboarding as “HR’s job” it won’t stick.
Everyone needs to help embed new starters in the business, not just the manager.

Signs Your Onboarding Isn’t Sticking

New hires are still unsure who to go to for help after week two.
There’s confusion over KPIs, role expectations, or even basic processes.
You’re seeing high early turnover or people just not ‘clicking’ into place.
Candidates say things like, “It took me months to figure out what I was really meant to be doing.”

If any of those ring true – don’t panic. You’re not failing. But it may be time to take stock and refresh.

I’m Not the Expert – But I Know One!

Let me be totally honest: I would have muddled through my own onboarding process if it wasn’t for my husband Lee (who is the expert here).

If you’re looking at your own induction or onboarding and thinking:

🔍 “It could be better but I don’t know where to start”
📊 “We’re not sure it actually helps with retention or performance”
🙋‍♀️ “We need someone to review what we’re doing and suggest improvements”

Then just drop me a message. I’ll happily have Lee reach out and see if he can support you. No pressure, no charge for the chat – just a genuine offer to help get your onboarding delivering what you actually need it to.

Because if you’re investing time, money and effort to hire someone brilliant – don’t let the ball drop the minute they walk through the door.

For more info contact Lee on lee.hawthorne-finch@h-fts.com or call 0333 996 2882