A candidate can seem like a top applicant for a job role, but after entering the company and completing the orientation, it appears that he is not performing as should be.
Can more be done to support the staff during the onboarding process? Yes, training takes time and without a clear methodology or objectives, the new staff’s time to shine will lag greatly.
Let’s look at the strategies HR and managers can take to train the new employee successfully.
Clear SOPs
Support can come in many ways other than reaching out to the staff.
One way is to ensure new hires have the latest standard operation procedures (SOPs) for their jobs. Some companies have generic manuals which are dull and often not useful.
By having meticulously prepared one, it can ensure the new person’s responsibilities and tasks are defined, and he knows what is expected of him, especially if it is a replacement role.
Customise the training
Other than providing training, open up the conversation to include the staff. What are their strengths or weaknesses, and what kind of materials best suit them?
Some training can be arranged like having a buddy or mentor system, directing them to apps or step by step instructions, or highlighting previous projects that can be useful in their new tasks and role.
At the same time, give them a timeline to pace themselves to have the flexibility and allowance to ingest the new information while getting to work.
Managers can set dates to check in on progress and make sure the knowledge transferred aligns with team goals.
One example is to set a 30-60-90 day plan to note down measurable goals and answer the “what needs to be done” and “how to do it”.
By following this method, the manager can minimise uncertainty, set clear expectations, and support the company’s new staff.
