We draft job descriptions and develop job training programs as if that’s exactly what we expect our employees to do. Realistically, those only outline the basic guidelines of the job and should be used to (1) familiarize applicants with what the job entails, and (2) provide new hires with the outline of what they need to learn. Effective managers then use those to develop role plays to help their new employees practice to gain competence and confidence. After than, the best companies turn their employees loose to find ways to inject their personalities into the job, so it feels natural and personable. Managers should then challenge these employees to find if they can do it better; if they can, encourage them to do better. Continually. You should then consider regularly holding meetings with all employees to show them how the position is evolving so that they too adopt these new best practices. But here’s where I think it gets tricky: those job descriptions should continually be updated with those improved policies and practices so that subsequent new hires start there. And then they too will face that same challenge at the conclusion of their training. It’s a formal ongoing process that takes full advantage of each new employee’s fresh set of eyes, excitement, and ingenuity. Make sure every new hire gets the benefit of training, learning, and growing into their new positions today.
Robert Louis Fosse (1927 – 1987): American choreographer, dancer, filmmaker, and stage director. Known for his work on stage and screen, he is arguably the most influential figure in the field of jazz dance in the twentieth century.
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