What is the Connection Between Training and Engagement?
Posted on December 16, 2012 by TNS Consulting Team (via Scott Spayd)
When you start a new job at an organization, beyond the interview you likely underwent, what is your first impression of the organization as a whole? With a new job comes training and with training comes one of the first judgments a new employee may make about their new organization.
As a new employee, we have all undergone “new employee orientations” and training of various sorts. Often, orientations are considered boring, as organizational policies are recited and new employees must simply listen. I know I have been to my share of orientations lacking class participation and leave me feeling unenthused.
As a young human resource professional that leads new hire orientations, I have found myself thinking about how my actions as a presenter can impact my organization’s new hires. Many of the new employees have not yet interacted with any members of the organization except the manager that hired them. Therefore, my actions and behavior influence how new employees view the organization. No pressure, right?
When I was a new hire at other organizations, I was always most impressed with organizations that took time to show new employees that they cared. Something as seemingly simple as the president of the organization stopping by to show their face can mean the difference between an employee who now feels part of the organization versus a new employee who feels they just work for the organization.
57% of employees from our global panel feel that their training was effective enough to make them feel welcomed into their organizations. In dealing with training, organizations should utilize this time as a way to not only train new employees in new practices, policies, and missions, but also make new employees feel like a part of the organization rather than just another new employee.
How can organizations improve training to positively impact new employees as well as existing employees?