- Keep your training program on track
- Knowledge isn’t the only thing going on with training
- Retention is a key sticking point in training programs
- Learning by example and case studies is powerful training
- Add a little concrete to your training programs
- Structured orientation and training provide objectivity
- Customized training meets the specialized needs of every organization
- Web based training modules are a great value
- How does a supervisor support training?
- Blended and supervised training offers the best results
Is your training ready to make new employees successful?
ABC News recently came out with a report of nine big companies that are hiring - from Home Depot to Boeing to Chobani. That news, along with the recent decline in unemployment to 8.5% (the lowest number since 2009), shows that 2012 is looking to be a year of new employees in many organizations.
According to an article in Forbes, Mark Murphy says that 89% of new hires fail, not because of technical skills but because of attitude. I wonder why?
If your organization is hiring new workers, are you ready? How many of those new hires are going to successfully assimilate into the organization and bring new life and productivity? What can you do to improve the odds?
- Have a checklist that includes everything from the tools and space for the new hire to the trainers and training they will meet and get.
- Provide an employee handbookthat outlines the rules and philosophy of the organization.
- Have a training process in place that systematically imparts the information and people a new employee will need to know to ”get down to work.”
Why is this important?
Consider my niece’s experience at a new job. She is technically skilled and knows the nuts and bolts of her work in the IT field. What she didn’t know starting a new job was the organization itself – its culture, the processes, the flow. What she didn’t get was much attention for the first couple of weeks – and then she was thrown in the water. Sink or swim. She swam, but not without much distress and she even considered leaving the job.
The first couple of days was just figuring out where the bathroom and lunchroom were, filling out the necessary HR paperwork and trying to figure out who was in which department and maybe a little of what her job duties would be. She was assigned to a supervisor who was too busy and away at meetings most of the time. She sat – alone – a lot.
If that’s what’s happening in your place of business, how successful do you think that bright new employee will feel – or be? We can help because we have 1st Class Solutions to help you solve that problem!
-Elaine of the 1st Class Solutions Blog Team