No, I’m not talking about you. You obviously know what you’re doing. After all, you’re the boss! I’m talking about your employees — the people you trust to make right decisions, take right actions, and produce right results. When they do the wrong thing, from not knowing better, it can cost you. There are expensive ways to handle this problem and cheaper ways. First let’s talk about the all-too-common expensive way.
Have you ever had a new employee who didn’t have a clue? Frustrating, isn’t it? They waste time figuring things out, trying things that don’t work, and correcting mistakes. Worse, they may take actions that wind up costing you money.
“Risk comes from not knowing what you’re doing.”
—Warren Buffett
So you go on a quest to find the perfect candidate, one with training and experience in the specific job responsibility. There are a few problems with this approach.
You’ll quickly discover that perfect candidates can demand a high salary. So you may try to rationalize paying more. At least an experienced person can be productive immediately.
But while you’re trying to find the perfect employee, that perfect candidate may be trying to find the perfect employer. He or she may still be on the lookout for better opportunities, even after being hired by you.
Worse, the candidate with a perfect resume may not be a perfect fit for the company. She may have habits that don’t fit your culture and lack the people skills to handle conflicts.
It’s a classic problem: hiring for professional skills and firing for people skills.
A better approach? Reverse the priorities. Hire people who will thrive in your culture, people whose values are similar to yours. Then train them in the skills they need to do their job.
You may be thinking: I have to hire people with technical and professional skills, because the work requires it. True, you can’t train lawyers or architects in-house from scratch.
But what about those second-tier jobs that require more basic skills? And even highly experienced new employees with professional credentials need some training in “how things are done around here.”
Online training is a cost-effective way to do that. Here are a few tips for getting started.
Table of Contents
Think small
Your training program doesn’t have to be a university degree program in order to be effective. If you’re just starting out, think of the minimum amount of information new employees need in order to get a good start. You can always add more training content as the need arises.
Keep it brief
It’s tough to fill up a full week or even a full day with training — tough on the trainer and tough on the new employee. So think modular and stackable, such as a thirty-minute instruction unit followed by an opportunity to put the learning into action. Several brief chunks of learning, spread out over time, are easier to deliver and easier to absorb.
Minimize travel
In-person classes are an enjoyable way to learn. But videoconferencing technology can eliminate the inconvenience, lost time, and expense of travelling to training meetings. Whereas a thirty-minute live class might not be cost-effective, the same session conducted online could be a refreshing break from the everyday routine.
Embrace technology
Another nice feature of online training is that you can create an automatic record of attendance for each new employee, available at a glance in the statistics panel. And if you include online testing, individual results are also stored. In addition, sessions can be recorded for reference or refresher training.
Get in-house experts involved
Training doesn’t have to be on the shoulders of just one person. Existing employees will be proud to share their knowledge with new people. And trainees see them as credible experts with on-the-job experience and a record of success.
Share successes and challenges
Encourage new employees to share their experiences with fellow learners. It cultivates a spirit of working together to accomplish shared goals, an attitude that can raise morale and productivity throughout your organization.
Get expert help
Does it make sense for your trainers to develop programs from scratch? It may be more cost-effective to purchase a training program and even have an industry expert conduct a class. Your suppliers may have resources you can use at little or no cost.
Ask participants for ideas
Make feedback an integral part of you training program. Learners are in the best position to let you know what was helpful and what seemed unnecessary.
Create a culture of learning
In our fast-changing world, new ways of doing things are always popping up. Make it a priority to encourage your employees to master new techniques that can add value to your organization.
People first
Every new-hire is an investment in your business. And training is an investment in your people, an investment that can pay off many times over.
Don’t believe it? Put yourself in your customer’s shoes. If they know they can depend on your knowledgeable, well-trained employees, they’re more likely to stick with you for the long run.
The result? A lasting business with a reputation for people who know what they’re doing.
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