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Train Employees Effectively

Corporate Training Makes a Difference

Jun 27, 2006 Melissa Dylan

Your employee isn't catching on as quickly as you would like her to. Consider this: maybe your training method falls short.

If a new employee is performing poorly, it may just be a matter of training. Chances are the individual is uncertain of how to perform her job. This can be avoided altogether if you put together a training strategy before a new employee ever hits the floor.

A syllabus is necessary to train any new employee. Too many managers subscribe to what I call the "Oh, yeah" method of training. Imagine a cashier, training a newbie. The cashier explains each transaction as it occurs, while the trainee watches. The newbie learns how to handle the situations that arise that day, but does not get a full scope of learning. "What happens if someone has a coupon?" she might ask. "Oh, yeah," says the trainer, and shows her a series of computer commands that are promptly forgotten. If you do not have a list of each procedure the employee must command, she will not be ready to perform on her own when the time comes.

Remember the three methods of learning. The second problem with the above scenario is that the newbie does not have a chance to practice any of the procedures. She hears it once, and is expected to remember next time around. The best way to ensure that an employee knows the job is to attack it three ways: hearing, seeing, and doing. Explain the procedure while the employee watches. Give her hand-outs to reference later. Have the employee do a trial run of the procedure.

Choose a trainer carefully. Often, managers will choose their best employees to train other employees. Be careful when doing this-just because someone is good at doing their job, this doesn't mean they are a good teacher. I encountered this problem recently: another admin was exceptional when it came to detail and follow-through, but when it came to explaining things it was as if she were speaking a different language. Choose a single person to train employees so that it's consistent, and send this person to a seminar if necessary.

Manuals are your friend. Any codes, locations, procedures, etc. should be written down step-by-step in a manual that each employee receives. This way, should the employee forget a few details, she can simply flip open her notebook, rather than bother an already-busy cashier for the answer. Not every employee is willing to ask questions (out of shyness, fear of looking stupid, etc.), but most would be happy to flip to page 25 and realize the problem is they're pushing "enter" before "save."

Follow these guidelines and you'll find the new employees transitioning seamlessly into solo work.

Check out other articles in Workplace Culture!

And for more information on learning styles, check out this Suite article in training and education!

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