Training is not one and done
Onboarding is not finished once HR has all of the signatures they need. In fact, I would argue that it’s just the beginning.
Onboarding, not a new but an often forgotten concept, should include things like values and vision of the company, and a training & employee development schedule. Staff should spend time with HR, owners, managers and crew leaders to get a well-rounded view of your company, how it runs and what will be expected of them. Training should be part of your onboarding process and should continue even after your employee has been assigned to a crew.
Continued training has been proven to improve efficiency, longevity, and safety. When you have an effective training program, employees learn how to efficiently and effectively do their job and they stay longer because they feel invested in the company and their role in it. On top of that, training helps avoid costly mistakes and often reduces the length of time it takes to complete tasks. So instead of training being more costly, it is, in reality, saving you money.
If you don’t already have a strong system in place for this, here are five tips to help you get started:
- Sit down and create a list of everything you have a staff member do, starting from the moment the job offer is extended.
- Take those items and create a checklist or process that every new hire can be walked through
- Streamline your training. If you’re not able to do it in house, Greenius will be a fantastic resource for you (www.gogreenius.com)
- Ask for input from key members of your staff to ensure nothing is falling between the cracks.
- Review your system regularly to ensure it’s still working for everyone. It’s much easier to tweak one or two things than to revamp the entire system!
