Advanced Consultancy & Training Solutions

Induction, Orientation & Onboarding of new Employees in the Aviation Industry – an Alternative Perspective

07-09-2018

Although the three words are often used synonymously, they significantly differ in meaning and purpose. Induction is an once off event, which usually lasts for one day, aiming the introduction of new employees to the employer, the boss and the organization; as well as the rehabilitation of the newcomers with the sorroundings and the work environment. Orientation on the other side, may last from one to several days and refers to the process of familirizing the new staff with their role, duties and responsibilities, as well as providing a detailed briefing about the mission, vision, strategy and the culture of the organization. Finally, onboarding although may start from day one, it is an ongoing process which targets the building of strong bonds and the engagement of newcomers with the organization. Engagement equals reliance and dependance – both are traslated to high retention rates and low turnover in the long run.

A job in the aviation business may facinate and inspire at the beginning – indeed the aviation industry, a lucrative environment to work – but may discourage and burn out in the progress, due to the nature of the industry and the many peculiarities. Potentinally, worth mentioning a few factors which play a role and shift preferences, determine likes and dislikes, motivate or demotivate the employees of the sector:

  • Safety and security constraints and limitations
  • Work nature; seasonality, peak and off peak days and hours – the push and pull working paradigm
  • A fast-moving and fast-changing business environment – each day a different challenge
  • A highly regulated and process orientated scope of work
  • Non-standard and out of the business hours, work schedule; night shifts, weekends and public holidays
  • Diverse protofolio of duties and responsibilities
  • Customer and stakeholder sensitivities, considerations and job perceptions which differ and conflict (power and interest battle)
  • Output and sucesss, effectiveness and efficiency, quality and value are largelly determined by how well consecutive and/or overlapping processes are aligned and integrated – a systematic approach to operations
  • Critical thinking off-balances analytical thinking – especially during emergencies and when things don’t go as planned; when serious decisions need to be taken fast, at a blink of an eye
  • Errors are expensive and impactfull – migh sometimes cost the loss of human life

So, how can new hires in the industry be introduced, orientated and assimilated? how they can be turned into loyal, valued and engaged employees? There are neither secrets nor a reinvention of the wheel; instead, a well planned and cohesive approach which places the individual in the epicentre of all organizational activities – the approach embraces:

 

  • The creation of positive cultural impressions – people, process and environment – during the introduction stage – Excitement is the key word here
  • A gradual learning approach to build skills and competencies and aliviate anxiety and fear; as well as appreciation of how things shoud be done in a safe, secure and efficient way. Analysis and comprehension of the role, the duties and responsibilities – to enhance awareness and to create potentials and ambitions, during the orientation phase – Realization of Expectations are key words here
  • A caring and growing philossophy which caters the welfare as well as the sustainable development of the individual respectively; the wellness, the carrer prospects, the current status and the future of the employee – Consideration and Meaningful work are key words here

 

Other things also have a serious impact and should be carefully integrated during the entire employee lifecycle; a non-exhaustive list of such stimulants encompasses:

 

  • Salaries and bonuses
  • Inspiration and motivation
  • Leadership and coaching
  • Openness and honesty
  • Trust, autonomy and ownership
  • Collaborative working and effective communication
  • Respect, recognition and appreciation
  • Innovation and change facilitation
  • Inclusion, equality and opportunities
  • Job security and business reputation

The LD team