Getting Permission to Teach a New Employee the How and Why
3rd October 2012 · 0 Comments
by David Scarola Even at companies with great products and technologies,
employees are invaluable. After all, someone needs to develop those new innovations and
maintain your technology. It’s no secret that a company is only as strong as its weakest link. But even though employers know workers are a business’s most valuable
asset, most most employees don’t feel particularly wanted in the workplace.
employees are invaluable. After all, someone needs to develop those new innovations and
maintain your technology. It’s no secret that a company is only as strong as its weakest link. But even though employers know workers are a business’s most valuable
asset, most most employees don’t feel particularly wanted in the workplace.
Take a look at this article, from the Harvard
Business Review.
Business Review.
Kevin Ryan, CEO of Gilt Groupe, argues
that businesses succeed not because of ideas, but because of people.
Mr. Ryan is of the opinion that CEOs should spend most of their time recruiting and managing people.
that businesses succeed not because of ideas, but because of people.
Mr. Ryan is of the opinion that CEOs should spend most of their time recruiting and managing people.
No argument there, but I would also argue that most
companies have a fundamental hiring and training flaw. This lack of post hiring skill is especially problematic for small businesses. In larger
businesses, a few employees not operating at peak performance is not a major
issue. At a small businesses, it is imperative for every employee to be top notch.
companies have a fundamental hiring and training flaw. This lack of post hiring skill is especially problematic for small businesses. In larger
businesses, a few employees not operating at peak performance is not a major
issue. At a small businesses, it is imperative for every employee to be top notch.
What does the first week – and the first month – look like
for an employee in your business? Most businesses provide a good cultural
introduction on the first few days. The job responsibilities of the employee
are explained, and maybe the new employee someone who
will closely supervise them for the first couple weeks. My experience in small
businesses is that shortly after a new employee is hired, they are on the front
line, doing the job they were hired to do.
for an employee in your business? Most businesses provide a good cultural
introduction on the first few days. The job responsibilities of the employee
are explained, and maybe the new employee someone who
will closely supervise them for the first couple weeks. My experience in small
businesses is that shortly after a new employee is hired, they are on the front
line, doing the job they were hired to do.
This can be done better. How? My experience is that hiring
managers do a great job focusing on the WHAT. But they do a poor job
focusing on the WHY and the HOW.
managers do a great job focusing on the WHAT. But they do a poor job
focusing on the WHY and the HOW.
In time, a new employee will learn
the WHY from doing their job and interacting managers and with their
peers. But, they would do a better job initially if they learned the WHY right
from day one.
the WHY from doing their job and interacting managers and with their
peers. But, they would do a better job initially if they learned the WHY right
from day one.
Explaining the HOW is what I see as the true missed
opportunity in new employee training. In fact, my experience is that hiring
managers are reluctant to teach the HOW because they are afraid of offending
the employee. They picked the new hire because of their experience, right?
If the employee has been working on a helpdesk for the last 3 years, they
should know how to do it; and could be legitimately offended if their hiring
manager gets too basic.
opportunity in new employee training. In fact, my experience is that hiring
managers are reluctant to teach the HOW because they are afraid of offending
the employee. They picked the new hire because of their experience, right?
If the employee has been working on a helpdesk for the last 3 years, they
should know how to do it; and could be legitimately offended if their hiring
manager gets too basic.
I understand this concern, but there’s a workaround. Establish an upfront agreement with the new employee. This
agreement would be done on the new worker’s first day, and would go something like this:
agreement would be done on the new worker’s first day, and would go something like this:
Ann, I’m so happy that you are finally part of the team. You are going to be a great
asset to our organization, and I am hopeful that you will have a long and
successful career here.
asset to our organization, and I am hopeful that you will have a long and
successful career here.
We will undertake a comprehensive training program over
the next two weeks. The goal of this program is for you to be fully prepared to
be as successful as possible.
the next two weeks. The goal of this program is for you to be fully prepared to
be as successful as possible.
I’ve hired you because of
your significant experience in this area, but we also have some best practices
that we’ve developed. I want to be sure you are fully prepared to
execute our company developed practices.
your significant experience in this area, but we also have some best practices
that we’ve developed. I want to be sure you are fully prepared to
execute our company developed practices.
During this training period, I’m asking your permission to explain things to you very carefully; these explanations will probably include many things that you already know. I’m also asking your permission to accept feedback from me on each task as
we go through them.
we go through them.
Again, the goal is to prepare you to be as successful as
possible in your new role. I also expect to learn many things through
this training period, and will commit to be open minded regarding your
feedback.
possible in your new role. I also expect to learn many things through
this training period, and will commit to be open minded regarding your
feedback.
In my experience, all employees want to do a great job.
Moreover, most employees think that they are doing a good job. Yet, without being
introduced to the WHY and the HOW from day 1 – they are not fully
meeting the owner’s expectations.
Moreover, most employees think that they are doing a good job. Yet, without being
introduced to the WHY and the HOW from day 1 – they are not fully
meeting the owner’s expectations.
By establishing an upfront contract like that
outlined above, you will have permission to cover the WHY, WHAT & HOW of
the new position; and at the end of the training period, you will have an
employee fully ready to be rock star for your business.
outlined above, you will have permission to cover the WHY, WHAT & HOW of
the new position; and at the end of the training period, you will have an
employee fully ready to be rock star for your business.
Tips for training new employees? Chime in on Facebook.
Tags: apple, business, employee expectations, facebook, growing employees, hawaii, human-resources, opinion
