A guide to avoiding training that sucks
As an entrepreneur, one of the hardest things you will do is bring new people on board to work your vision. The business has been your baby since its inception. Now you need to dilute that passion with employees. Not only that, but they also need to understand your expectations and systems. That calls for training that doesn’t suck.
I told them a hundred times, but they still don’t get it!
Providing proficient training means you need to understand your employees’ strengths and weaknesses. You’ve got to have a handle on their communication styles and how they learn. You can’t expect everyone to think and act the same way you do. That kind of top-down training leads to unmotivated and unproductive employees.
Having a clear vision of who you are training and what makes them tick will allow you to modify your training so that it meets your objectives and has you feeling confident in delegating tasks to the new members of your team.
Are your employees’ visual learners? They will need you to demonstrate what you want them to do. Are they kinesthetically focused? They will need hands-on time to grasp the concepts you had planned to lecture them on. Do your new employees do better reading? For those folks, creating a manual would be sufficient. And if they are verbal learners, having them explain how to do the task will help to stimulate their minds. There are seven different learning styles and their variations. Each type of learner will benefit most when the training is adapted to their learning modality.
You will also want to consider your team members’ DiSC profiles. Are they leaders or followers? Are they perfectionists or is it sufficient that the tasks are done acceptably? Understanding your employees’ working style preferences will help you to adapt the training. DiSC knowledge will also enhance your ability to decide strategically who to assign tasks, and how to hire for specific roles. You can learn more about DiSC here.
What do I teach them?
You have a wide view of the tasks and how those benefit your company. However, your new employees may only see those as chores that they need to complete in order to get a paycheck. You’ve got to change that perception. Employees are highly motivated by the sense that they are contributing to the organization. Therefore, don’t just tell them what to do, also include some background information. They’ll want to know why. That makes them feel like they are part of the process.
When you consider how you are going to explain the tasks, break them down to their smallest elements. Don’t miss a single detail, because some people will need to niche it down that much. While others will take a more holistic view. Those people will do better by learning as they go. Remember, you are managing people, not tasks. Keep the needs of your staff in mind as you dispense new assignments.
They are now performing the basic functions, but I want them to do more
Congratulations, you created an effective training program, and your staff is meeting about 50% of its expectations. That’s a big win. But now you want them to raise their collective game. It’s time for feedback. Feedback is better done one to one. You will get more authentic communication that way. Ask the employee to evaluate their performance. Talk to them about how they feel the process and their productivity could be improved. Ask for their advice about adjustments to the system. Then give them the freedom to do their best work.
If their answers are not so free flowing, try suggesting performance enhancements you would like to see and create a plan together for improving productivity. It may feel like you are spoon feeding solutions to this type of person, but that is the level of engagement they will need to achieve the results you envision. Regardless of the employees’ working style preferences, make sure that both of you are evaluating the performance. That way you can agree on expectations, what constitutes success, and continue to improve the system. These were the goals of your training when you decided to conduct it.
Tying it all together
Training is an investment in your business and its people. It may seem that the process is labor-intensive, but after doing it a few times, you will have a system you can use for any employee doing the same task and more easily create new trainings as well. Furthermore, educating staff on the whys for your processes and spending time on feedback will make them feel like they are more than hired help. For any business, this builds loyalty and lays the foundation for great business culture. Finally, once your employees have demonstrated competence in these skills, it is one less thing you need to worry about. That will free you up to work on other needs, like growing the business.
Growing a small business from a creative streak and a laptop into a trusted company isn’t what it used to be. With competition fiercer than ever and the cost of everything from supplies to marketing on the rise, bootstrapping isn’t really an option. What can you do then if you have a vision but very
The older and wiser version of yourself will be glad you did. I am finding it difficult to pick up my guitars. They sit just across the room from me, and yet I avoid looking at them or listening as they call for me to pick them up and play. It’s nothing they did wrong.