I was recently asked by a colleague to consult on a new employee who was joining her team. She wanted to discuss how to create a solid, outcome-based training/orientation program. When I was a manager for several years, I had success in hiring, and keeping, quality employees on a long-term basis. It’s no secret that the training process is crucial for a number of reasons. Taking the time, money and energy to properly train staff is vital to increasing employee efficacy, decreasing workplace stress, longer retention rates and higher job satisfaction. In addition, companies can reap rewards because well-trained workers increase profits, create higher customer satisfaction and save money by producing a better workforce.
So, what steps are necessary for new employees to receive the best training possible? Here is a checklist that I used when onboarding staff, which you may find helpful.
Prior to start date:
- Update team manual/procedural documents
- Develop training modules
- Educate other trainers, so that everyone is on the same page
- Select a peer mentor
- Create an orientation schedule and checklist
- Get workspace ready
- Ensure technology is operational (computer, phone, email, etc.)
- Put up a welcome sign
- Put together a welcome wagon package (coffee cup, promotional items, etc.)
Start date (within the first month):
- Bring in donuts/fruit for all staff
- Send all-staff email encouraging others to introduce themselves
- Review formal job description
- Provide history on the company, department and position
- Review organizational mission/vision
- Engage in small talk; ask about family/interests and share your own
- Review safety/health/emergency protocols
- Take him/her on a tour (company and department)
- Schedule meetings with a cross-section of managers/employees
- Go through the employee handbook and team manual
- Treat him/her to lunch
- Review work schedule, payroll policy and job requirements
- Observe existing staff performing the required duties
- Give time for employee to practice what he/she has learned
- Give appropriate time for breaks (don’t schedule back-to-back meetings)
- Use multimedia (videos, online quizzes, website tools, etc.)
- Spend time role-playing (take turns being the employee)
- Be flexible with the training schedule (don’t micromanage!)
- Be generous with praise and encouragement
Follow-up (beyond the first month):
- Check in on a regular basis
- Evaluate progress to see potential areas of focus
- Ask for feedback on training process
Following the process above and making sure these steps are followed will ensure not only a successful training program, but also a successful employee.
What are your thoughts? Do you have any personal training stories you are willing to share? How were your first few days of training at your current job? Do you have additional items to add to the list? Please feel free to ask questions or share your experiences below.
Suggested Resources
- Developing an Effective Employee Training Program
- Why a Training Program is Key to Your New Employee’s Success
- How to Train a New Employee to be an All Star
Jeremy S. joined Empathia in 2007 as Manager, Client Care Services and currently serves as Account Manager/Sales Consultant. He is also a certified wellness and tobacco cessation coach. Jeremy has a bachelor’s degree in Psychology and a master’s degree in Organizational Development. Prior to joining Empathia, he spent 14 years in the EAP industry in a variety of managerial/leadership roles at another behavioral healthcare organization. Jeremy enjoys reading, photography, music and spending time with his wife and daughters.
