Dear Employers: Why your company should invest in training (even if you don’t have time)

Training employees for their job and the organization is essential for their success. Are you training correctly?

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I will be doing an ongoing series called “Dear Employers,” a letter to companies, organizations, and businesses on how to implement better human resources onboarding, employee retention, and management. Hopefully, this will be an eye-opener for employers to know better and do better.

Dear Employers,

For employees to succeed in their job, they must be equipped for proper training. However, many employers don’t have the time to train. They are time and money strapped and most likely desire to hire someone with the skills they need so they can train as less as possible.

However, every company is different. Just because someone was a stellar employee at his or her last job doesn’t mean he or she will be successful at his or her new company. For this reason, it is why it’s imperative to provide training. And not just training on computer software and systems. There should be a training of the organization, protocols, how the employee’s job will play a role in the company and how it will interact with different people within the company.

Most companies will argue that this is a waste of time. However, if you have an employee that is fully engaged at the beginning of the process and continue to develop their professional skills, you’ll most likely have a high sense of retention and less turnover.

According to a CareerBuilder survey, one in four employers (25 percent) reported that their company’s onboarding process takes a day or less. Twenty-six percent spend a week, while 21 percent said the onboarding process takes place over the course of a month. One in 10 employers (11 percent) say their company extends this further and onboards employees over the course of three months or longer.

This statistic means that more than half of employers are not taking the proper amount of time to onboard their employees. Training should not take only a day or even a week. It honestly should take at least 1-3 months to be prepared to know and do your job
adequately.

Here are few ways of how to properly onboard employees and keep them engaged:

1. Employees should be slowly introduced to the job and then slowly pile responsibility on them: Put yourself in the new employee’s shoes. They don’t know everything. However, you expect to accumulate years of information into a day or two, and the employee is supposed to know the ins and outs of the organization and their part of the job. This is the reason why employees quit before six months is because they’re overwhelmed and don’t know how to catch up. The employee should slowly be introduced to his/her job responsibilities.

2. Team members should have patience with the new employee: When it comes to onboarding, everyone plays a part so everyone should not expect the new employee to know the insider lingo and remember every aspect of the job. He/She will have questions, and it’s up to current employees to be patient with the process of their learning.

3. Training shouldn’t stop with onboarding: Do you think your employee might know everything since they’ve been there for six months? A year? Five years? Wrong! Training should transform into professional development and how they can get better in their current positions or prepare them for promotion.

4. Make training engaging, but fun: Who says training has to be boring? Think of ways to keep it visual and engaging. Maybe it’s bringing in a guest speaker. Perhaps it’s creating a dazzling Powerpoint. Maybe it’s a team building experience. Whatever it is, make it engaging in a way where your employees are retaining the information and also enjoying the process.

Employers, it’s time to start reevaluating your methods. Whether you’re a small or large organization, training should be essential for every company. Are you training your employees? If so, how? How long is your onboarding process? Employees, did your employers do a proper job training you?

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