Tip 2 – Provide Basic Training for Your Employees
Posted on June 11, 2014 by TNS Consulting Team (via Scott Spayd)
Intro: This blog is written to further elaborate with my own views on the “8 Tips to Engage Your Employees” booklet written by our experts.
In your job search these days, have you noticed the lengthy job descriptions and qualifications? No doubt the recruiter is taking no chances that you misunderstand what they will be hiring you to do along with the required experience and education.
The job description indicates what you will be doing, but not necessarily that you start doing it without training. During the interview process, that should be made clear by the interviewer as well as the job candidate. “Will I receive training for A, B, and C on the job?” Or “Do I have to know how to do A, B, and C before hire?” The hiring manager if different from the initial interviewer should be able to answer your questions about training before onboarding you.
At TNS Employee Insights, our research has discovered that highly engaged employees respond 83% favorable to the survey item, “I have received the training I need to do a quality job,” versus 12% favorable for disengaged employees. This signifies that when employees understand their roles and responsibilities within their position, they begin to feel more motivated and become experts in what they do. Being considered an expert in one’s job is not only self-gratifying, but it leads to job satisfaction and employee engagement.
As a manager, when you provide training or individual coaching to your subordinates, not only do you demonstrate the caring factor from Tip #1, but they will appear exuberant because they are receiving the positive strokes needed in order to succeed at your company. I would venture to say that most if not all employees who are interested in the company will feel proud to participate in training or coaching.
One of the worst mistakes a hiring manager can make is NOT to provide new employees with proper training and just let them flail on their own when they start. It will take an employee double or triple the time to learn policies and procedures if they have to find out the hard way on their own – which I call attending the “School of Hard Knocks.” Not only is this like trying to move forward while pedaling backward, it is a giant blow to one’s self-esteem and confidence. How? When one is left to flail on one’s own, and continually makes errors, apologizing for not knowing how something should have been done, one starts to second-guess one’s abilities and adeptness. When that happens, the honeymoon phase of the new job begins to dwindle. When you think about it, you could start losing employees from the git-go without proper training.