It’s difficult to fill in a job vacancy, but it’s even more challenging to keep new hires in their position. Next to the hiring process is training, which engages the employee to improve their productivity and stay on the job.
According to the Society of Human Resource Management Foundation, 50% of new hires leave in the four months, while 50% of senior hires fail in less than two years.
Training new employees can be a repetitive process, and an ineffective one is likely to cost the company $17,000 per employee turnover.
Many companies mistake training for orientation, but it’s so much more than learning the ABCs of the job. New hires need to apply their learning before fully taking off their training wheels. Sometimes, this can even take up to 12 months to accomplish.
A successful training improves employee retention, which in turn positively impacts the company’s bottom line and helps them accomplish their objectives more efficiently.
Here are the DOs and DON’Ts of training the new hire.
Don’t Create Information Overload
A lot of new hires are excited to start their first day until their supervisors drown them with data. Some employers have the tendency to overload new hires with information, especially when the employee is filling in a crucial role.
However, the average human brain can only retain so much information.
Most employees who receive a truckload of information on their first day often become overwhelmed and disengaged with work. When caught off-guard, employees may feel unwelcomed. The learning process takes time, and new employees need support before feeling confident.
Do Create a Timeframe
A training period involves having a timeline of responsibilities and activities to provide new hires. It would be preferable for new employees to receive a rundown of this timeframe, so that they know what to look forward to, keeping them engaged and motivated to go to work.
Creating a timeframe includes consulting with different departments and staying on the same page. Everyone involved in the training of new hires should collaborate on a well-written plan with aligned objectives, an evenly distributed workload, and a mentorship system.
New employees don’t speak the same language as old employees, and some employers don’t seem to understand this, especially when they’ve set the bar too high. This leads to supervisors checking up on the work of new hires and nitpicking every now and then.
Micromanaging employees isn’t only counterproductive; it also leads to a toxic work culture, which easily pushes new employees out the door. Worse, it can elevate stress hormones, negatively affecting the health of employees and even scaring them into not showing up for work.
Do Let Them Learn from their Mistakes
Inevitably, new employees will make mistakes. It’s part of the learning process. Employers should expect it, if not, embrace it. Employers who hold the leash too tightly stunt the growth of new hires, as the latter wouldn’t be able to improve their work and instead rely too much on their supervisors.
Encouraging them to take notes or ask questions would be a more productive way to deal with mistakes. Giving guidance not only pulls new hires out of a rut; it also builds trust and improves team collaboration.
Don’t Leave Them to Their Own Devices
While we said that hiring managers should stop hounding new hires and allow them to err, it’s still important to create a structure that would guide them during the training period. Some employers can get so busy that they leave new hires to navigate through tasks on their own.
Employees who don’t receive proper training risk making mistakes that can be damaging to the business. They would likely flounder in their work, feeling frustrated and ignored.
Without an accessible trainer, new hires will likely take charge without the standard procedures or ask help from someone else.
Do Encourage Them to Come Up with New Ideas
When employees know that their supervisors expect them to innovate, they’re likely to bring fresh ideas to the table, some of which may even impact the company in the long run.
Most new employees start at a company with a multitude of ideas. Exploring those ideas with them boosts employee morale.
Encouraging employee innovation also trains new hires to think on their feet, allowing them to come up with creative solutions to problems. Involving them in planning sessions also allows recruiters to assess their skills, as well as help them feel valued within the company, improving retention.
Don’t Underestimate Them
It can be very easy for employers to excuse new hires when they have no clue what’s going on, but it’s a different matter altogether when they don’t think much of anything about their new employees.
Employers who shut down ideas from a fresh pair of eyes shouldn’t expect new hires to stay long.
Supervisors who are not willing to listen also give the impression that they don’t rely on new hires for a successful output.
It can make employees feel undervalued and even invalidated. It doesn’t exactly feel great when your employer constantly suggests that you’re not yet ready for the big leagues.
Do Ask For Feedback
While employers get to evaluate the employees that they’re training, it’s also important that new hires get to assess their trainers. Providing each other feedback shows that both parties are serious about the learning process, as they both support each other to excel during the training period.
Asking for opinion from new hires helps training managers gather the necessary data to help companies make informed hiring decisions. Candid feedback plays a huge role in improving onboarding so that training for future employees would be effective and productive.
Don’t Delay the Training
When employers don’t prepare for new hires, some end up stalling the training process. They might ask new employees to read the company website or give them tasks that are not part of their job description until the supervisor finds something that fits the new hire.
Employees who don’t receive the proper training right away may disengage from work.
Some may feel that their supervisors are treating them as interns, while others may realize that there’s nothing much to do in the company. It can also be confusing which tasks they should be doing in the first place.
Do Clarify the Objectives
One of the first things that training managers should do is make sure that the new employee fully understands company goals and that their own mission aligns with the organization. New hires would also be more motivated to perform better when they see clear KPIs and assessment forms.
It’s also important to clarify the company culture. Training managers should explain office policies and cover the basics, such as work schedules, work area regulations, and attendance to daily meetings. This avoids confusion and immerses the new hire into the culture.
Training New Hires
An engaging training for new hires is crucial to the success of a company. While employers are allowed to expect much from their employees, employers shouldn’t overlook the fact that they’re still new to the entire process.
Overwhelmed employees are not likely to last long on the job, costing companies a lot of money.
Employers can prevent employee turnover by creating a well-detailed onboarding timeline, which immerses new hires into the company and guides them until they’re confident enough in their abilities and create a difference within the workplace.