Whether you have years of experience under your belt or are just starting out in your career, getting on-the-job training can ease anyone’s first day in a new role. But one thing that’s often overlooked at someone’s first day isn’t how the new team member will fit in, but how prepared is the organisation in supporting and empowering their new team member/s?
Do you have systems or processes in place to ensure your employees (both old and new), have the knowledge and the skills to excel and be confident in their roles? Check out our top strategies and tips.
Customise training that suits your business
Each business is unique, requiring its own framework for success. And while money makes the world go around, investing in your employees’ happiness and efficiency at work should be at the forefront of your business strategy. Using learning models such as the 70:20:10 model, which delves into the: 70%: experience, 20%: social, and 10%: formal will help focus the training in the context of your workplace.
Tip: Customisation comes down to analysis. Questions such as, ‘What skills does my employee already have?’, and ‘What information do they actually need?’, are just some of the elements you need to consider when developing a custom course.
Let’s not forget about the culture
Technicalities aside, employees often flourish when the environment (a.k.a culture that they’re a part of) has a strong foundation and identity they can relate to. Implementing a positive work culture is integral for employee retention.
Tip: Include a segment in your training that covers the business values, vision, ethics, and goals. Whether you’re a startup or an established brand, communicating the business identity and personality will help your employees find common ground and allow them to be comfortable from the outset.
Communication and design is key
After gathering internal information, what’s the most effective way your employees can absorb the learning material? Once you have the content (whether that’s text/imagery/video) required, you can also consider the type of learner the role attracts. For example, an analytical or process-driven role might require training to be delivered in a methodical manner whereas a more creative role could have elements that are more visual or sensory.
Tip: From a person-to-person approach such as a mentoring system to a customised eLearning module that can help track employee progression, developing training to align with the goals and KPIs for that position will make a positive effect on your ROI.
Encourage flexibility and transparency
So, they’ve completed the training… what’s next? The good thing is, you’re not meant to know everything. While on-the-job training can sometimes feel time consuming for everyone involved, creating a learning experience that has a seamless process but is also collaborative can be a pleasant and beneficial experience when it comes to training your current, new and future staff. Why?
Flexibility: Is training important for the role but can be done over a period of time? Perfect. Developing internal digital training material that employees can access at their own pace can help during busy periods at work, but also gives employees the power to manage their own time.
Transparency: Jobs and tasks evolve over time, and so does your training. Therefore, it’s important to get employee feedback once they’ve completed their training in order to see whether or not the training is: a) relevant b) informative and c) actually helps them with their job.
Are you looking to get your on-the-job training to go? Find out how we can customise your training needs to fit your business goals and support your staff.