Finally, you’ve found the perfect candidate! They’ve accepted your offer and start working tomorrow. There’s a lot of things to remember, after all, you need this new hire to be a success. Where do you start? These 10 tips for a successful new hire training plan are a great place to start.
Employee training is expensive. It’s important to get right the first time. Employee turnover is even more expensive. Rehiring and retraining new employees is mind-numbing. A strong training process will help you prevent these events from happening. Here’s some tips on how to create a training plan for new hires.
Knowing you’ll need to give a tour, make introductions, and cover some basic things; our tips go far beyond the obvious. Have you ever thought about teaching for your company brand? Have you considered the impact the “fear of failure” might have on your new hire’s success?
Don’t think your job is over once you’ve found the perfect match. Selecting the right candidate for culture, skills, etc., is important. But even the perfect fit won’t succeed without proper training.
Why Is New Hire Training Important?
A proper new hire training plan will provide three important benefits:
- Speeds up the time it takes for new hires to get comfortable and become more autonomous.
- Helps the new hire understand your company’s mission, goals, values, expectations, and culture.
- Gets the new hire socializing with staff, making the transition smoother.
10 New Hire Training Tips
1. Train for the Type of People You Hire
Are you hiring sales, development, retail, or manual labor? You’ll want to tailor your training plan to fit the strengths of the person you’ve hired.
Should you train in groups or one-on-one? Do you need to walk your new hire through every step of a process or give them a little more independence?
This could take some trial and error. But when employees are trained in a way that fits their personality, they will be much happier and able to reach a level of productivity quicker.
2. Train for Your Brand
You need your employees to want to work in your business and represent your brand. Let them in on the big picture early by teaching them your company values and mission statement. Share company goals with them and talk about what you stand for.
They should walk away from their training knowing who your company is, and who their work impacts. They want to make a difference. Paint a picture of how this looks.
3. Eliminate the Fear of Failure
Your new hire is learning, in some cases, totally new skills. Completely eliminate the fear of failing. All new hire’s have it, you’ve had it before.
Make sure they know you support them and help lessen the pressure to be perfect from the first day, or even after training. Mistakes are going to happen and your employees won’t own up to them if they are afraid of the consequences of failure.
Everyone should be on the same page here, from new hires to managers to executives. Failure should be viewed as an opportunity to learn and grow. When you’re training, depending on skill level, go over the process at hand and then allow your new hire to give it a try. If they’ve got it down, great! If not, no big deal, time for more training.
4. Make The Right Connections
Do you remember the first day at a new school? You meet a million people, learn a million different things, and you hit information overload at about… noon.
The first day at a new job is surprisingly similar. Sure, you need to take your new hire around to meet everybody, but it’s also important for them to make connections with key contacts they will interact with regularly.
Make a list for them with names, roles, and faces if you can (it really makes a difference). If possible, get a group of the 5 people your new hire will work with the most and go out to lunch together. This is a great way to break the ice and make transitions smoother.
5. Extend the “First Day Lunch Date”
Instead of the token first day lunch with their direct manager, expand on that idea. As I mentioned above, make their first day a group lunch with a few of their most frequent contacts.
But don’t stop there. Book up the first few lunches on the job with different groups of people. Clear this with your new hire first. But, especially if your new hire moved for this job, it’s a nice way to give a warm welcome. You could also schedule happy hour drinks a few weeks in, it’s a great way to get to know even more colleagues in a casual setting.
6. Provide Easy Access Resources
Give your new hire a list of go-to resources and give them a little time to explore it. You don’t want a new hire coming to you asking for simple things like this. Or worse, not even thinking to ask for these things.
Make sure they know how to access the company intranet, website, reports and projects, internal directory, social media information, or marketing materials. Don’t overwhelm them with a stack of paperwork. This is a good opportunity for someone to create a database with links, pictures, and a some context for each resource.
7. Make Yourself Available
Hiring is stressful, being the new hire can be just as (if not more) stressful. Make sure you’re available to check in a couple times a day and encourage them to ask questions whenever they need.
This might take up some of your time, but the faster your new hire gets comfortable and independent, the faster they will become autonomous and you can get back to your routine.
8. Put It in Writing
New hires will forget the massive amounts of information that is unloaded on them during their first day. Not only should you provide them a resource of easily accessible information, but you should have the entire training plan in writing.
Having their training information in writing will be a valuable resource for them to reference throughout their first few weeks. Provide specific instructions, locations, and any tips or tricks you think of along the way.
9. Give Positive Feedback
Give a little praise and positive feedback to your new hire as well as any employees involved in the training plan. Training takes a lot of effort on everyone’s behalf and often requires time and repetition. Positive reinforcement will help everyone get through the process easier.
Remember, everyone starts at a different skill level and some new hires may take more time than others. Try not to dictate or micromanage the training timeframe.
10. Have Fun!
One of our four core values at Employers Resource is to have fun! We think fun can be incorporated into everything you do. OK, maybe not everything, but you can make training fun!
Don’t scare your new hire away with a boring training plan and onboarding process. Make sure you bring in some of your special personality. This will help ease any tension and anxiety throughout the transition and will make everyone a lot more willing to help out where needed.