Onboarding and induction is a crucial practice in any organization. It helps new employees to integrate into the firm effortlessly. The exercise can vary from one company to another and from one position to the other. Why is the practice relevant? Let?s learn together.

First, it is significant to understand what the two terms mean. In most cases, the two have been confused to have the same meaning. Are they different? Onboarding can be said to be induction. However, it is more than that. On one hand, induction comprises of critical elements. For instance, it can include where the offices, washrooms, registry and other places are. It might also include the way the manager likes meetings to be handled. On the other hand, onboarding seeks to familiarize the recruit into the organization culture. It is also strives to acclimatize them to their role both regarding the performance and social aspects.

If you can carry it out right, onboarding can earn your organization both short term and long term benefits. Some of the gains include employee retention. It also enables the new staff to become key contributors to the organization within a short time. In addition, when employees have been introduced into the working environment appropriately, they tend to be less stressed. It also enhances the relationship between the management and the new recruits. Therefore, combining both onboarding and induction is beneficial.

Tips for improving onboarding

You need to make it a regular part of the recruitment procedure. It should be reflected on your organization?s induction plan. Just as other policies, it will be easier to implement if it is included in the company?s strategy.

Other members of the management need also to take responsibility. Although the human resource team is mandated with the employment and induction of new staff members, others have to take part in their onboarding. For instance, direct supervisors should be at the forefront of onboarding implementation. Older employees could also be used to induct the new recruits.

Last but not the least, ensure to break down the onboarding process into stages. You might feel the urge to do away with it and integrate the new employees immediately. However, remember that retaining the employees depends on the period. Hence, take your time and provide all the support the recruits may need.

Apply these supervisory skills so that you can become a great and effective supervisor.

20 crucial supervisory skills

Supervisors do interact directly with their subordinates. Hence, it is important for them to have particular skills to ensure that the interaction is productive. What are the crucial supervisory skills should any supervisor uphold? Here is a list of a few skills that are needed for effective supervision:


One of the roles that one must take when they are appointed as supervisors is planning. There are various aspects of planning. Therefore, a supervisor should have skills in the following areas to ensure effective planning. They include:

  • Scheduling- Timekeeping is the mandate of any leader. A supervisor should be able to drive the subordinates to work within sustainable timelines
  • Budgeting- Often, organizations work within fixed budgets. Hence, sound planning is needed to make sure finances are located appropriately
  • Tasking- It is the duty of the supervisor to plan tasks and match them to appropriate individuals
  • Creating goals and objectives
  • Policymaking
  • Predicting the future


The key role of a supervisor is to lead others but not without specific skills. Here are a few of the leading skills:

  • Decision making- While it is important to consult others, the supervisor need to be the sole decision maker
  • Communicating- They must be able to communicate well with their subordinates
  • Motivating- Besides, the supervisor should be in a position to persuade the employees towards goal achievement
  • Developing individuals- It is the duty of the supervisor to see to the growth of the subordinates
  • Appointing people- Supervisors are also responsible for selecting people whom they think are suited for various tasks
  • Conflict resolution- Leaders act as mediators in conflicts that arise among the employees


Supervisors also need organization skills such as;

  • Defining tasks- It is the responsibility of a supervisor to explain work to the employees
  • Grouping assignments- Supervisors are also mandated to group related tasks for effective implementation
  • Assigning tasks- They are also responsible for delegating duties to the subordinates based on the skill level of the individuals
  • Integrating work


Lastly, a supervisor needs to have control over his/her subjects. They require skills in:

  • Creating standards- For effective evaluation, developing standards is inherent
  • Assessing performance- Supervisors should measure the performance of their subordinates
  • Evaluation of performance- The supervisors should evaluate the performance results critically to point out areas of improvement
  • Correcting performance- Where an employee performs averagely or poorly in their tasks, the supervisor should encourage and support them to improve their performance.

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