An important part of keeping employees engaged and productive is giving them the opportunity to learn and grow. Offering training programs to develop skills is also an appealing prospect in recruiting and training new staff. By making it a policy to enhance the abilities of new workers, you can optimize their performance and shape them to your company needs. This allows you to get some significant returns on any expenses involved. Here are the keys to effective business training during the onboarding process.
- Essential Knowledge
There is a certain amount of knowledge that each employee must have before they can do their job competently. This can vary depending on the complexity of their role and prior experience, but even those moving from other companies will have things to learn in order to cope with different tools and procedures. Training programs for new hires should ensure that they are able to perform the duties stated in their job description. These duties should be segmented so that different aspects of the training cover each one, from the most basic to the most difficult.
- Determine Progress
Each training program should include scheduled milestones or testing to ensure the new employee has acquired and retained the necessary skills. It’s important that they master one scheduled activity before moving to the next. It can also be of value to the employee, and therefore the company, to pause at each milestone so that trainees as a group can ask questions and provide feedback on the training they’ve received. This can lead to insights or suggestions for improving the program in the future. Take the time to ensure that all trainees are confident in moving forward.
- Be Constructive
It’s also crucial that trainers ask their own questions, offer advice, and make fair evaluations. This way they can be sure that the trainee understands what’s expected and doesn’t proceed with incorrect behavior or assumptions. Instructors must be able to interact without conflict and provide emotional support. Being overly critical, ignoring questions, or moving too fast on lessons can leave employees confused or bitter. It can cost $9,000 or more to replace an employee. Poor training makes new hires more apt to look for another job. Then the cost is wasted.
Even when training groups, it’s important to consider the best way to interact with each trainee in terms of their personality and ability. Fast learners or those with prior experience may be bored or contemptuous if they have to learn at a slow pace. Those struggling to absorb the principles in each session may require repetition, clearer explanations, or other formats like video or graphics to understand your intent. Have these tools ready. You can also ask the more advanced students to offer demonstrations or partner with slower learners to make the experience more meaningful for both.
At times it can be necessary for trainees, regardless of skill level, to be acclimated to your company’s culture, philosophy, and practices. For example, in a busy call center, you may have trainees whose past employers taught them to avoid saying no to a customer. It may be more productive to instill in them that the customer is not always right. This may go against what they originally thought was true, but when it comes to call center solutions, abuse from customers should not be tolerated; happy customers spend more anyway, so it may be worth turning troublesome customers away.