You also will want to consider the costs and the time required to train your new employee. You will want your new employee to track their training time (and what tasks they spent what amount of time learning), as well as you will want to know how many hours it took away from a manager or team to train the new person. This kind of training data will be invaluable to you in order to grow your business, increase your employees’ production, and improve employee retention from continually improving your training programs.
We will discuss the following 10 ways to train a new employee:
- Way #1: On the Job Training (aka OJT)
- Way #2: Mentoring Program
- Way #3: Employee Coaching
- Way #4: Culture Training
- Way #5: Job Shadowing
- Way #6: Webinars & Online Resources
- Way #7: Mobile Training Apps
- Way #8: Third Party Training
- Way #9: Gamification
- Way #10: Use Social Media
Before we start, let’s also talk about the various ways and the commitment and amount of time they take in an easy table:
Let’s start with the most important way to train the vast majority of employees, from a waiter to a real estate agent to a lawyer:
Way #1: On The Job Training (OJT)
What It Is: OJT is a hands-on method of learning that uses existing equipment, tools, and resources to teach job specific duties and competencies. Training takes place within the job environment so that the employee can learn by seeing how the work is performed. This is especially important for roles that clock in and clock out; one of the first OJT training duties should be teaching your new employee how to clock in and clock out effectively and in alignment with company policy using your OnTheClock system. After all, this small function is where businesses lose thousands… to millions… of dollars!
Why It Works: OJT is considered to be one of the most effective training options because it is normally performed internally by those who already understand the job and the company’s values. It’s like having a real life training manual, where the current employee can also teach the new employee the idiosyncrasies of policies and systems, as well as caution them about company policies. On the other side, it is also time consuming and requires an actual person to be training the trainee.
How You Can Try It: Let’s take a quick look at how OJT works. A retail store cashier is an excellent example of a role where OJT is very relevant. Let’s take a step by step approach at Sam’s Hardware Shop and how OJT might be used for “New Hire Nelly” with long time “Employee Eric”.
Step 1: Nelly comes in for work on her first day. Eric is assigned to be her trainer (or sometimes, companies call this a “buddy” to promote camaraderie). Eric greets Nelly when she arrives and, once she fills out her paperwork (i.e. tax forms, etc… which Eric might do, or someone from HR might do), Eric brings Nelly onto the floor.
Step 2: Eric walks Nelly through a typical start of the day, where he shows her how to clock in, and shows her how to do it (as well as she should do it so she can be paid for today!).
Step 3: Eric then shows Nelly where his register is and starts the day. He counts down the drawer and ensures that it matches the night prior’s totals, and then asks her to try it.
Step 4: Eric then opens his register and lets Nelly watch him take care of actual transactions and customers while she takes notes. This should go on for an hour or two. Then, Eric could let Nelly try to do some transactions while he watches and provides feedback.
Step 5: Eric should then debrief with Nelly at the end of her day, help answer any questions, and help her to clock out.
The steps should then repeat until Nelly starts to be able to do all of the actions on her own. As Nelly becomes more functional, Eric’s time with her will decrease, likely each day, and eventually will likely be only for unique questions like a price check or a rebate.
Next, let’s look at mentoring, which can be a large component of On The Job Training.
Way #2: Mentoring Program
What It Is: Mentoring is a form of training that involves pairing a senior, experienced employee with a new, less experienced employee in order for the new hire to adapt quickly to their role. It is very similar to OJT, but usually takes the relationship to the next level (i.e. think of a senior level attorney being paired with a junior associate).
Tip: You might want to consider using a specific amount of mentoring each week, or even each month, for team members to get the most out of this time.
Why It Works: Establishing a mentor relationship has been shown to enhance the speed that a new employee learns their new role and adapts to company culture because of the one on one interaction. It also has numerous other positive benefits such as increased positivity at the workplace and higher retention rates because it builds both social and professional bonds.
How You Can Try It: No need to reinvent the wheel: some of the top Fortune 500 companies and successful small businesses implement great mentoring programs. Here are a few of their stories:
- Newly hired graduates go into their Experienced Commercial Leadership Program where they will complete 8 months rotating within areas of their particular business.
- For the past 9 years, Google has offered a global program featuring stipends for student developers. Summer of Code pairs students with mentors to gain real-world software development experience and has boasted over 8,500 successful participants.
4 Point Consulting
- 4 Point Consulting offers its associates and staff consultants the opportunity to trade ideas, request trainings and learn from senior management with monthly “Coffee n Convo” hours, dedicated entirely to the development of its employees. Group mentorship allows for camaraderie and the building of essential communication skills.
- Caterpillar devotes the first 2-3 years of a college graduate’s employment to professional development by implementing a rotation program wherein the new hire can gain exposure to all aspects of the business, from building basic technical skills to engaging with senior management.
Mentoring in a less formal sense, and when usually done by the direct manager of a new employee, is usually called:
Way #3: Employee Coaching
What It Is: Coaching is used to provide guidance to employees so they can work through challenges and strengthen their skills. Coaching is also usually somewhat less formal than mentoring, and can take less time (and thus cost less money, inhibit employee production less) than mentoring. However, both can have value when some structure is in place around them, and employee coaching can be formally structured (for example, in a weekly 1 on 1 with an employee’s manager).
Why It Works: Coaching is effective because it empowers employees to take their training into their own hands and encourages high performance in a setting and pace that helps personal and professional development. It also can serve as the basis for performance management and documentation of performance, which can be important in promotional and termination decisions, as well as in performance reviews.
How You Can Try It: This method can be effective when you have an employee who could benefit from performance improvement because it helps guide them towards solving problems and improving skills. It can also be great for management or senior employees to consult a business coach who can help provide guidance, focus, goal-setting, accountability, personal development, and business profitability.
Way #4: Culture Training
What It Is: Company Culture is the personality of an organization and it describes what values and goals a company has. Training new employees on company culture is equally important as training for skills because it puts emphasis on being part of the team.
Why It Works: Studies show that employees who are in alignment with their company’s culture and mission are more dedicated to the success of the organization. Teaching your company’s culture and values can also drastically reduce the chances employees will inadvertently engage in discrimination or harassment. It also promotes increased communication and promotes positivity. Howard Stevenson, of Harvard Business School faculty, notes: “Maintaining an effective culture is so important that it, in fact, trumps even strategy.”
How You Can Try It: You can start by creating a list of core values for your company, decide what characteristics new hires will have to be successful in your culture, and continue ongoing training with existing employees. Perhaps employees can contribute to or vote on your list of values, if they are not already stated. If your mission, culture and values exist, make sure you’re living by them. Post your values where team members can regularly see them. Hold your management team and yourself accountable to fulfilling those values daily. If your organization has grown, pivoted, or has experienced a change in its strategy or goals, consider whether the values you put in place at the outset still ring true today. In order for culture and values to work, they have to be felt, so they have to be unique and applicable to your company and employees, specifically.
Next, similar to On The Job Training, there is job shadowing.
Way #5: Job Shadowing
What It Is: Job shadowing involves a new hire working directly with an employee to become immersed in the day by day requirements of the job. In fact, some people even use job shadowing as a part of the recruitment
Why It Works: This method works well because it allows new hires to see the nitty gritty details in real time, without having to figure it out along the way. Simply telling a new employee what to do is not as successful as showing them one on one.
How You Can Try It: Job shadowing works best for jobs that require a lot of detail or those that are heavily task-based. Even if the role would not benefit from solely job shadowing, most roles have some aspects that are well suited to this type of training. In some cases, it can be essential, such as for internships or promotions.
A great example in general is the food and beverage industry. It is fairly unique in its job shadowing (“stage”) concept. But allowing potential (or new) employees to immediately receive the opportunity to work hands-on, side-by-side with more tenured teammates for a whole day can give them a real glimpse into on-the-job realities and skills necessary. One of 4 Point Consulting’s clients, Hu Kitchen in NYC, actually does job shadowing (a “trail” they call it) in their recruitment process for all restaurant roles to make sure that their top candidates understand exactly what their new job would be.
Way #6: Webinars and Online Resources
What It Is: Webinars and Online Resources are both virtual training sessions, with the former being a live presentation, and the latter being pre-made virtual training materials that can be accessed at any time.
Why It Works: This method is extremely cost-effective and convenient, especially if you have employees in different locations. You can take away cost for commuting, venues, and food by utilizing online training. It can also increase employee engagement because people are less likely to be shy about asking questions online. It can also be useful to have resources available for later times because it allows employees to access online information around their busy schedules.
How You Can Try It: For effective execution, start by breaking down material into intuitive sections, incorporate lots of visuals and interactive media, take time to answer questions and encourage collaboration, and set aside time at the end for participant quizzes and feedback.
4 Point Consulting finds success in such trainings from new-hire on-boarding material to systems implementation by leading with agendas, keeping material strictly to the point, and leaving apt time for Q&A at the end of the webinar (so that participants can avoid disruptions and stay on mute throughout the training!). One 4 Point client, SAFEbuilt, was rolling out a new HRIS system in 2018. 4 Point Consulting hosted live webinars (which were also recorded) for employees to attend to learn functionality of the system in real time. We also held webinar Q&A sessions on a daily basis to make sure people felt heard and understood in a smaller group setting. It worked wonders and, better yet, people retained what they learned!
In a similar way, mobile training apps take the webinar concept to the mobile level.
Way #7: Mobile Training Apps
What It Is: Mobile apps designed specifically to provide training sessions and materials straight to an employee’s phone.
Why It Works: Millennials are a lot different from previous generations because they were raised on technology and the workforce in general has become more on the go and remote than ever before. Mobile learning allows employees to learn wherever or whenever and it can be delivered in smaller, more manageable-sized chunks.
How You Can Try It: Find an app service that works for your business, often apps will work with other HR software. Have your new hires gain access even before they begin their first day so that all necessary paperwork is completed in advance and energy levels are kept high from the very beginning. For some app recommendations, visit this article from SHRM.
Way #8: Third Party Training
What It Is: Using outside sources, such as vendors, to provide training to your internal employees.
Why It Works: This method is great when a company may not have the resources to efficiently train new hires or when specialized training is required such as OSHA (Occupational Health & Safety) and you do not have qualified team members available to teach. Other options are using vendor training for any software or apps you use. This can also be useful for training that happens to prevent liability to an employer, such as Diversity & Inclusion training, Sexual Harassment training, HIPPA training, or the like.
How You Can Try It: Determine the needs of your business and decide if it will be more efficient and cost-effective to outsource training.
Need help figuring out your training strategy or don’t have enough time to write your new policies out? Training & development is one of our core practice areas! Get in touch to find more about our hourly HR consulting services.
Way #9: Gamification
What It Is: This new buzzword involved turning training into something fun like a game where people are motivated to succeed through incentivizing the process with rewards.
Why It Works: It promotes friendly competition, gives a sense of achievement to participants, and engages and motivates learners to make behavioural changes.
How You Can Try It: Modify your existing training materials to include a gaming element such as changing format to be levels with winning one level being mandatory before reaching the next step. You can also include an awards system to motivate employees to succeed. More suggestions for implementing gamification techniques can be found here.
Doug Kirkpatrick, of Beyond Empowerment: The The Age of the Self-Managed Organization found that with his project, Morningstar, in which he was instructed to create a state of the art manufacturing plant for tomatoes, he was able to organize the team with a simple scorecard. The gaming element created collaboration, harmony and prosperity for the project: Morningstar produced 90 million pounds of tomato paste for the world market, changing the course of the industry.
Way #10: Use Social Media
What It Is: Using Social Media for training can be a great, easy way to share training materials with your employees because it is easily accessible.
Why It Works: It engages employees on platforms they are already familiar with and active on.
How You Can Try It: Try creating YouTube training videos to share with your new hires. You can also create a private Facebook group where employees can exchange information and materials directly with one another. Another great resource is an instant-messaging service, like Slack, that can be used amongst employees for easy collaboration and sharing.
Investing in training for new employees helps attract AND retain great talent. Taking the time to coach a team member into the role demonstrates your organization’s commitment to their personal development, endearing them to the company in return.
Spending time with employees in training programs can help managers identify strengths and areas of development right off the bat, ensuring that each new hire can add their specific value to your company. Effective training programs improve overall employee engagement and translate into savings: employees with diversified skills can transition to projects, clients and varied workloads throughout the organization.