5 Important Steps to Training New Employees Successfully

Developing and implementing a comprehensive employee training program is one of the strongest investments you’ll ever make for your business, in no small part because effective employee training contributes to a low rate of turnover. Not only will proper training help your new employees feel more comfortable about beginning their new position, it also will set them up with the tools and resources they’ll need to be successful. Equally important, the right training will alert them about any policies or procedures they’ll need to follow to remain in compliance. Here are five steps your company can take to ensure that your employee training program is as successful as possible.

1. Offer alternative teaching styles.

Any time you’re teaching something, it’s important to keep in mind that different people learn differently. For example, some people learn best from reading material out of a book, while others absorb information better in a lecture-style format. To ensure that you’re accommodating a variety of learning styles, try to mix up the way you teach your materials. Or, if you have the resources to do so, offer the materials online and in-person to allow your new employees to choose the format that best suits their individual learning style.

2. Make a personal connection.

One of the best ways to put new hires at ease is to welcome them with open arms. In other words, try to create a more personal training experience by connecting with your new employees right from the start. If you’re teaching your materials in person, one way you can do this is by offering everyone the opportunity to speak for a few moments about themselves and what they are looking forward to accomplishing in their new position.

3. Offer plenty of opportunities for questions.

It’s likely that your new employees will walk into your training program full of questions, before even starting any training. Hopefully, the content of your training will answer most, if not all, of those questions, but it’s not uncommon for employees to still have questions when all is said and done. In fact, these questions can be valuable because they may offer additional learning opportunities for everyone present.

4. Offer an online option.

In addition to catering to multiple learning styles, offering online employee training has many benefits—the biggest of which is convenience. For example, say a new hire has given her two-week notice at her current job. Even though she can’t start the new position right away, she can get most, if not all, of the required training out of the way during that time so she’ll be as prepared as possible on her first day. And while we’re on the subject: If you put some of your onboarding and orientation materials online as well, new hires can get almost all the busy work out of the way well before they start their new jobs.

5. Provide supplemental resources.

It’s always helpful to include as many supplemental resources as possible with your employee training program. For example, if your employees are required to comply with local or federal laws, you may want to provide a book or link to a site that details those laws. An employee handbook is another example of a supplemental training resource that will make your employees more accountable, more capable, and more prepared to do their best work while employed with your organization.

The more you do to help your new employees adjust and feel welcome, the quicker they will get up to speed and become contributing members of your organization. These suggestions will make the training process more appealing to new hires and more effective overall.