So much can transpire in the first days of a new job. It can be a scary time for new hires, and how management handles these trepidations can make all the difference in regards to whether the new employee is successful and whether he or she chooses to stay with the company.
The first steps in “onboarding” new hires are to make them feel at home. Sounds simple and sappy, but a recent study shows that 17 percent of new hires leave between the first week and the third month because they don’t feel welcome. Many respondents to that study noted that “a friendly smile or helpful co-worker would have made all the difference.” Others noted that their responsibilities weren’t clear and some wanted more attention/help from their manager and co-workers.
A whopping 21 percent of those surveyed, however, noted that – all the socialization issues aside – they needed more effective training to feel comfortable in their new position and simply did not receive it.
And without this training, they felt like they were behind almost from day one. Additionally, those who did receive training noted that it usually ended within a few months and rarely continued past the six-month point, even though they were still feeling “new”.
Making time for training
Many employers worry about time issues when it comes to training. “What will happen if we take the new hire out of the workplace for training?” they wonder. “And will time out of the office for training put them even further behind when it comes to acclimating to the workplace and with others?”
It’s true that training consumes time. But there are a number of options for accomplishing the training that needs to happen and one of them is to hire one-on-one coaches/teachers for new hires. Such personalized training, especially when it is done online, can be scheduled so that it doesn’t interfere with other tasks and allows the student (new hire) to proceed at a speed and in a manner that best suits his/her learning style.
Such on-the-go training also allows new hires to learn anywhere, even when they’re mobile or “on the road”, so long as they have a little screen at their disposal.
Most managers agree that such training trumps the old-fashioned style of teaching new hires, which often would involve piling all the new folks into one room and plying them with hours of information that they’ll not likely remember for more than a few days. With one-of-one coaching for new hires, information can be delivered piecemeal and will more likely be absorbed and retained.
What kind of training do new hires require?
Of course, some of the training to be done with newbies pertains specifically to the company with which the new hire is employed. That might include getting to know the company’s branding, learning the intranet system or becoming familiar with the company website, reviewing the company handbook, and meeting and getting to know other team members. This is often facilitated by the HR department with help from managers.
But there is additional training that may be needed that can be accomplished via online one-on-one learning. This may be more long-term, but as statistics show, it pays to get started immediately. Such training will vary depending on the new hires position, but could include topics such as:
- Goal setting
- Team dynamics
- Writing and grammar review
- Any skills management thinks may be necessary to assist the new hire in their job
New Hire Training Benefits
It’s important to remember that proper training helps new hires succeed in many ways and will be to the company’s advantage as well. Dollars spent on training for new employees result in an employee who is more productive from the get-go, one that will likely show their loyalty to the company by remaining in place for the long term, and one that is truly engaged and usually better at retaining information.
Remember, also, that training shouldn’t stop after just a few months. Countless studies show that companies that spend money on ongoing training are more likely to enjoy high percentages of employee retention, simply because the employee believes the company cares about his job, his contribution to the company, and his overall satisfaction. Conversely, companies that spend little on training find that turnover is constant and wind up spending more money on recruiting than they would have on good training programs.
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