This can be one of the most crucial steps in making sure that your employees want to stick around for the long run
If you’re like most people, you’ve joined various teams as an employee throughout your life. And you may have noticed that no matter what company you’ve worked for, you’ve likely been short-changed when it comes to training.
You’re not the only one who’s had the unfortunate experience of being undertrained (or not trained at all). In fact, it’s a growing trend for employers to spend less time and resources on training because they’re not looking at employees as long-term assets they can build relationships with. They’re looking at new employees with the assumption that they’re job hoppers and are going to quit soon.
It’s a self-fulfilling prophecy, really. People often leave jobs because they’re not being trained well enough to feel confident in doing their job. And employers don’t want to invest in training because people quit too often. It’s a chicken and egg situation, except the truth of the matter is that if employers would sit down and create a thorough training plan for their employees, they would see a rise in employee retention and job satisfaction.
If you’re an employer, here are 4 reasons to trade in the perspective that everyone is a potential job hopper for a more promising view that your employees have the potential to be wonderful assets to your company:
1. Confident employees solve big problems
There’s no denying that being properly trained creates the confidence necessary to solve problems when you can see beyond the surface.
Not only can confident employees solve big problems, but they can do it independently or they can use their knowledge to gain insight from others and solve issues with the team.
2. Employees who feel connected to the company stay longer
When you’re onboarding a new employee, although there’s a lot of ground to cover, it should be a fun and engaging process for both of you. You’re starting a new relationship, and you want that relationship to start off on a high note.
Take this detailed new hire checklist, for example, that explains the way an onboarding process is more than just training employees to follow the rules – it’s also about embedding them into the company culture and making them feel like they’re part of the team from day one. This is critical to their success.
The more someone feels connected to the company, the more of a reason they have to stay. Although work is often viewed as a task-oriented process, it’s actually a team effort and employees should be treated as team members.
3. Even experts need to be trained to your standards
Yes, it takes time, money, and other resources to train your employees. And years ago, that was considered part of the hiring process. It would be nice if everyone came on board fully trained, but even when you hire someone who is an expert in the industry, that doesn’t mean they don’t need to be fully trained to your standards.
Take the coffee industry for example. When an SCAA coffee expert gets hired at Starbucks, they’ll need to be completely retrained to learn new protocols, systems, recipes, and techniques. For example, they wouldn’t know what to do if a customer requested a ristretto shot in their latte because Starbucks equipment doesn’t allow anyone to make the adjustments necessary to produce a true ristretto shot.
Yes, there’s a button on the fully automatic espresso machine that purportedly produces a ristretto shot, but it doesn’t really. Any trained barista will know that button is just a short shot, and there are other factors that go into producing a ristretto shot including adjusting the grind, which Starbucks baristas do not have the ability to do.
Your company may use industry-specific terminology but it won’t always be used in the same manner as other companies. If you want your employees to do things your way, training is not optional.
4. Training provides a basis for performance management
If you don’t set expectations in the beginning when you hire someone, how can you expect to manage their performance? According to an article from Business Insider, some managers fire people for not doing their job, yet never set proper expectations to start with. And without proper training and expectations, there’s no basis for performance management. So, of course, employee performance will be inconsistent.
Good training can eliminate job-hopping
If you’re an employer, taking the time to create a phenomenal employee onboarding system will help your employees feel valued and appreciated. Plus, the structured training would give them the confidence they need to be a rockstar for your company, and job-hopping just might become a thing of the past.