How to Train and Orient Employees
Training and orientation is one of the most important interactions employees have with their supervisor. The level to which they are trained and oriented can affect their ability to be successful in their job as well as their ability to find solutions or seek support when needed. Learning a new set of skills can be intimidating, especially for new employees who must learn about a new organization and how to do their new job. Here are some suggestions on how to simply train and orient an employee.
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Instructions
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1
Develop a checklist for what needs to be covered. If you are not the employee's supervisor, consult with the supervisor about what areas should be covered in the training. Use the checklist to develop a training schedule. Training can be intimidating for both the trainer and the employee. Dividing it up over a few days relieves some of the pressure and is more conducive for the employee to retain the information. If the employee needs to meet with multiple staff for her training, set up training meetings and include them in the training schedule.
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2
Orient the new employee to his environment. Discuss the background or history of the organization and give a tour of the building or office space. Introduce the new employee to staff members by telling them a little about what the person does.
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3
Start with the basics. Go over the key elements that the employee needs to do her job (e.g., email access, voice mail, phone directory, login information for any pertinent applications, office supplies).
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Briefly discuss the broad goals or foci for the employee's job (e.g., revenue or outreach goals, billable hours, number of accounts, awareness numbers). This can be accomplished by reading over the employee's job description.
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Implement the training and orientation by following the training schedule developed in Step 1. It can be helpful to cover items in the order the employee would typically encounter them. This can help the employee to get into his routine.
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Tips & Warnings
Spend the beginning of each training session by reviewing the information covered previously and answering any questions the employee has. Provide the employee with a "lifeline list," which is a list of staff within the organization that is organized by department with brief descriptions on what they do so that the employee knows how to get assistance and whom to contact.
Although it should be structured, employees will gain more from their training and orientation when it's engaging and given under calm conditions. Stress can impede their ability to grasp the necessary concepts.
