Training Mistakes to Avoid
Most would think the hard part is over for hiring managers once they’ve carefully selected a candidate, screened them, tested them, interviewed them and got them set-up in the system. But there’s a much larger, more important task at hand for managers once all the paperwork is signed and delivered – and that is training. Getting the new employee to understand your systems and culture and to ensure they have the tools they need to succeed and stay in line with business needs is critical.
Training is an important step that, done right, can have tremendous benefits for the company. But just the opposite is true as well. Sending a new hire off to train with someone who has already showed a lack of care of their work, doesn’t always deliver what’s needed, or is generally not an employee you see lasting much longer with the company is a big mistake.
Not only because they are a poor representation of the company but also because the skills they are transferring can do more harm than good. There can also be managers and employees who handle training and try their best to get it right but are still doing things that have an ill effect.
A recent article looks at some of the biggest mistakes made when training and how to fix them.
As with any learning environment, you’ll want to make sure it’s a safe, comfortable place to learn and grow. No one functions well under pressure and it’s impossible to take away skills when you’re being given a one–off checklist of things to do with no explanation as to why and how.
Taking training seriously needs to happen from the top down. Employees should find value in the training and leaders should be promoting it as a key for success. These sessions should be short enough to keep attention spans but frequent enough to provide value. They should also include practical real world examples and offer an informing and entertaining experience to increase the likelihood that employees will remember what they’ve learned long after leaving the training session.
If you’re not doing these things, you could be wasting valuable time for the company and be contributing to high turnover rates. After all, it’s much easier to leave a job you don’t feel invested in and easier to slack-off when you simply don’t care.
Edited by Alicia Young