Over my career I have worked for a number of companies, big and small, and one of the things I did where ever I went was create a group orientation program for new employees. It was a great opportunity for new employees to meet, to learn about the company, and to get the “big picture”. After the group program, each employee would go off to their own department to begin their unique training process in their department.
In one particular company I worked for, I started to see a very unwelcome pattern following this orientation. People were returning to my office a month or two after the program to tell me they were thinking about quitting. This pattern was very disturbing because having people even contemplate quitting so soon was costing the company thousands of dollars, not to mention undoing all the goodwill I had built up over the group orientation program. I knew I had to find out why this was happening.
It turns out that the orientation program was working. It was giving people a sense of commitment and a sense of drive towards the overall goals of the company. The employees were motivated to learn more and to do a good job. Then they were sitting down in their department and they were left to fend for themselves. They were shown a few of the specifics as it related to their position and then they were expected to perform and to perform well. Most of the time, people were set up to fail and were not given the training they needed to meet the expectations that were set. It was a massive #FAIL for everyone. So, eventually, people would quit.
How do you avoid this? You plan ahead. You set up a training plan and you work the plan. The more you identify what people need to learn, why they need to learn it, and who needs to be the trainer, the faster they will be able to perform. Leave them to their own devices and you can bet it will take a very long time for them to be able to meet the standards you have and when they don’t, they will leave.
Here is a quick example of how to set up a training plan using a new Receptionist as an example.
Some questions to ask yourself as you plan the training include:
- How quickly does the task have to be learned?
- How much training is needed on the company overall to be able to do the tasks?
- Who is the best person to do the training?
- What does someone need to know to be able to do a good job?
People who are set up to succeed in new positions are those that have training plans in place. Setting aside time to perform the training, to acquaint the person to the role and to welcome them to the company will see people who are performing well in the months to come, instead of thinking about quitting.
Your Engaged HR Assignment: Take a look at your positions that have new employees. Have you set your employees up for success? If not, it is never too late! If there are areas where they are struggling, consider adding some additional training now before you lose them. Don’t wait for the training #fail.
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