The Best Way to Hold Employees Accountable for High Standards - Training Employees

Dips and Drips ...

Setting Employees Up For Success

Employee Training and Development: All companies will say they have a new hire training program; however, some define the term "program" more loosely than others.

NEW HIRE TRAINING:  Across the board, a training program can range from an intense multi-week classroom experience, to a "here's your badge, there's the time clock, go take care of the customer over there and we'll see how you do" orientation.  We refer to the latter as the "dipping them in the sauce" program.

If you are all "dip" and no "class," at least formalize the dip with a training checklist that will mandate a course of training. For example, make a checklist of all skills and job knowledge required to perform independently and hold your supervisors accountable to having the employee complete the checklist within a given timeframe.

Before the new hire loses the "trainee" badge, no matter how formal or informal your training program, both the trainer and the trainee should sign documents indicating a comprehension of essential knowledge and that proficiency in essential skills has been demonstrated.

THE "DRIP SYSTEM":  If you were to ask the average churchgoer to go back three Sundays, describe the key points of the sermon and tell how it impacted their life, they will most likely sheepishly admit they cannot satisfy your inquiry...

If you were to go into a hospital room where a person is being hydrated intravenously, you will not likely see them smacking their lips, saying "Ahhhhh, that was delicious!" every time a drop of water drips into their veins."

BUT!  Both the churchgoer and the patient are receiving frequent and consistent increments of something that they clearly need; things that will make them "better" over time.

If you want your employees to become better employee's, then apply the same principle.  Here are a few ways to do that:

• In every formal meeting identify a way to boost job knowledge or reinforce desired performance.
  
  You can do this in a simple quiz-show style format.  Ask tough job knowledge questions and throw out a candy bar or company t-shirt to the person who answers correctly.  Approaching things in a positive way such as this can be a big morale boost.  Trainer Tip:  Always ask " Does everyone understand why that was the correct answer?"  Or better yet, don't ask...explain why the answer was the right answer.

• Rent a customer service training video or management training videos and show it as a meeting opener.  You can rent powerful training videos for around $295 for seven days.  Many companies spend that much on a pizza party every month.  Try popping popcorn next meeting and spend the pizza money on a training video.  (Please excuse the few gratuitous training video commercials...the advice is sincere.)

  Rent a training video from Employee University every 3 or 4 months; if it's a "good drip" the rental price can be applied to the purchase price. 

• Include job tips or industry updates in company newsletters or with pay checks.

• One on one, share your vision (don't confuse this with baffling someone with your brilliance).

Employee's may not leave every one of your meetings saying "Ahhhhh! That was enlightening!" and they probably will not be able to go back three meetings and tell you what they learned, but over time, the drip system will make your business better...we promise.

 

Written by Darin Hanks - HRIT Inc.

 

 

 

Do you need a job instructional training video produced; customized to your specific needs? We'll listen  - and deliver. Give us a call at 888-215-8532 Option 3, tell us what you need. The answer is never "That can't be done."

 

 

 

 

 

 

 

 

 

 

 

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Links to all articles on this topic....

What do you need to begin managing and evaluating performance? Follow the links below for a how-to article for each point......
	Job Descriptions: A concise summary of primary job duties for each position.
	Meaningful, achievable, clearly stated, and measurable Job Performance Standards.
	Formal Job Training, and a commitment to a "drip system" of continuing education.
	A commitment to coaching; monthly Informal Performance Evaluations.
	Firm, fair, and consistent Progressive Discipline practices.
	A managed, company-wide standard Formal Performance Evaluation system.

 

 

Other Topics ...   Writing Company Policy for an Employee Handbook   Employee Discipline & Correction Action

 

 

 

 

 

 

 

 

 

 

 

 

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