Left to their own devices, this is how most people (children and employees alike) learn about new things like new ideas, new skills, and new jobs. But it’s so much better to provide new employees with a structured learning experience.
· Orientation
· On-boarding
· Skills training
· Coaching to improve
· Mentoring from a role model
These are the strategies and techniques that prepare people for anything new. They help them overcome uncertainty and give them the confidence, competence, and chance to succeed. And that should be your objective with new employees. So - look at your orientation program: is it only about the rules and enrolling in benefits or do you talk about company history, culture, values, and objectives? Or your onboarding practices: do you show them only where to clock in, or do you introduce them around, give them the grand tour, and have lunch to get to know each other better? And skills training: do you buddy new employees up with someone too busy to teach, or are there trained instructors that really show them how and why before releasing them to work? And coaching: is it in response to something they did wrong or do you catch them doing things right – help employees discover what they need to learn and know? And (finally), there’s mentoring – is it a lecture or an opportunity to learn? These strategies and techniques help your employees discover and learn what they need. Don’t waste time by letting them fumble around to find what they need to learn and know today.
Sigmund Freud (1856 – 1939): Austrian neurologist and the founder of psychoanalysis
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