Empowering Employee Induction with Microsoft Teams Data
In this guide, you will discover:
- How hybrid working impacts employee introductions.
- How to plan an induction program.
- How to use Microsoft Teams data to empower employee induction.
- How to monitor progress when transitioning to an active role.
Why Induction Matters
Recruitment is expensive and time-consuming. An effective induction program:
- Helps new starters feel welcome.
- Develops a favorable view of the organization.
- Equips employees with the skills to become valued and productive team members.
70% of employees who had exceptional onboarding experiences say they have “the best possible job.” These employees are 2.6 times more likely to be extremely satisfied with their workplace and far more likely to stay.
How Does Hybrid Working Impact Employee Inductions?
Hybrid working can make it harder for new starters to engage and build relationships. Microsoft Teams plays a vital role in breaking down barriers by:
- Enabling learning and relationship-building within teams and across the organization.
- Preventing feelings of being unsupported, disconnected, or overwhelmed.
Planning an Induction Program
An effective induction program should:
- Begin before the new starter joins by planning learning activities, setting goals, and provisioning essential tools.
- Tailor the program to individual needs and experience levels.
- Reflect the company culture, whether structured or agile.
Using Microsoft Teams Data to Power Employee Induction
Microsoft Teams streamlines induction by:
- Providing all communication tools in one place.
- Organizing instruction materials, discussions, and resources through channel-based structures.
- Allowing new employees to review training sessions and shared documents.
CallTower Analytics leverages Teams data to:
- Assist with planning.
- Objectively measure progress.
- Keep new starters on track.
The First Few Weeks
New starters will engage in longer collaboration sessions to acquire necessary skills. Key considerations:
- Balance Interaction: Too little interaction leads to disengagement, while too much can overwhelm.
- Set Goals: Plan for 30% of their time (about 11 hours per week) in learning sessions, leaving time for reflection and other commitments.
- Manager Involvement: Managers actively involved in onboarding make employees 3.4 times more likely to feel the process was successful.
Key Questions to Address with Data
- Is the Induction Program Correctly Paced?
- Analyze time spent in meetings to avoid conflicts or back-to-back sessions.
- Use CallTower Analytics to track collaboration time and message sentiment for early insights into workload and engagement.
- Is the New Starter Getting the Support They Need?
- Monitor collaboration time with managers and teammates to ensure adequate support.
- Identify who they are collaborating with and whether they are integrating with their team.
- Is the New Starter Engaging with the Right People?
- High initial interaction indicates relationship-building, but prolonged transactional interactions may signal issues.
- Compare collaboration patterns with experienced team members to measure independence and performance.
Transitioning to an Active Role
As new starters gain confidence, they will:
- Require less support from managers and colleagues.
- Begin making decisions and completing tasks independently.
CallTower Analytics helps:
- Monitor progress.
- Identify shortfalls.
- Provide additional coaching as needed.
Beyond Induction
The value of CallTower Analytics extends beyond induction with over 30 dashboard cards focusing on:
- People Engagement: Insights into individual performance and team collaboration.
- Customer Engagement: Monitoring customer interactions.
- Wellbeing: Tracking employee wellbeing and management styles.
HR professionals and managers can:
- Make personal reviews more objective.
- Analyze team dynamics.
- Monitor employee wellbeing and engagement.