Day One – Orientation

Day one of training a new employee is a very important piece of orienting and training. In the firs day the employee is exposed to the new people and materials. Orientation is not just something that happens on the first day, but it is something that is included throughout the training process. In the beginning of the hiring process we can begin the orientation by explaining the job description to the potential employee as well as any company history, and any pay information. This is also known as an offer meeting. At this point it is a great time to ask the new employee if they have any questions or concerns. It is important to let them ask all questions they need to. This will make them feel more comfortable and open towards new concepts and ideas.

Once they are hired we can begin on explaining all of the rules, polices, and procedures. It is very important to be clear and concise on the rules. Being clear about all the information can help to keep the new employees attitude be positive in the future of the company. All policies are also explained. The orientation can also get deeper into detail on any benefits such as setting up a 401 k, and how to request time off, or sick days. A way to make the new employee accountable is to have all rules and policies typed out, and after explain them in detail to the trainee have them sign off that they understand and will uphold all rules.

The next step in the orienting process would be to give the new trainee a tour of the new company. You want to get them familiarized with the area in which they will be working. Also the routes to the nearest exits, and inform them of any safety drills that may occur in the company’s safety procedures. You will also include clocking in and out and where to enter and exit the store from. During this time make the new trainee feel welcome. Introduce them on a first name basis to all co-workers. It can also be very beneficial to employee morale if you engage small conversation between the new employee and other tenure members of the crew. This will make the new trainee feel welcomed and can be a positive impact on their attitude towards the new work.

While introducing the new trainee to the other workers this is a perfect time to also explain the management structure of the company. This sets the employee up for success. Now the new trainee knows where to go for information and also who the person in charge of them is. Explaining the chain of command will also show the new employee other ranks in the company and the potential room to grow.

After explaining the chain of command you will want to also explain the evaluation process. This type of information will make the new trainee interested in promotions and just being an all around exceptional employee. It is a great idea to have the process of promotions typed up for visual learning. The new employee can see what level they are at, and then the directions in what areas they can go into next. Under each “branch” of employment it is also a great idea to have small job descriptions under each career to inform the new employee of exactly what each job does. Setting the idea of promotions to a new employee shows them that you want them to be included in your company long term. This can keep the employees attitude positive and also create an improvement mentality for them.

At the end of day one you want to make sure that you recap all aspects of the day. Day one can sometimes be a headache to new employees because of the amount of new information. At this point you want to reiterate each step of the day. Before going on to each step take a moment to pause and see if there are any questions they have on that one area. It is important that the new trainee leaves feeling a sense of security. A new job for someone can be very intimidating, so having him or her feel comfortable can be a memorable experience for him or her. It can work out as a positive for the company in numerous ways in the future.

Day Two - Training

Day two beings actual training of the new material the trainee will be working with. Once again get the trainee familiar with their new surroundings and the materials that they will be working with. Next, see what information the trainee may already know about the systems and materials that they will be using. If the information is correct, let them know about it. If the information is not up to the company’s standards applaud them for what they do know, but be sure to explain to them that the company has different expectations and they will be explained in the training process. Once you see what information they might already know, get the trainee hooked on the job. Getting them interested in the work will give them a sense of pride towards the work.

When it comes to the hands on training there are a few different options available. On the job training where the new trainee is “thrown” into the work and usually will be working side by side with a tenure employee. Another way would be computer-assisted training. Computer assisted training is one of the best ways to show and explain a new job to an employee without making them feel the pressures of completing the task quickly. Yes, in the end we may be looking for speed, but in the beginning it is important to first find accuracy and effort. Computer-assisted training is just like hands on training. The set up of any material would be the same on the screen as it would be in the store. This gives the trainee the opportunity to make mistakes without causing any loss to the company. Mistakes are also a great tool. When the trainee makes a mistake it is important for them to notice it, and also realize what they did. Give them the chance to fix it. By doing this it will create a sense of ownership the new employee will feel for the job. The ownership will also show in accountability and responsibility.

After the trainee is now somewhat familiarized with the materials they will be working with, you can now partner them up with an experienced and skilled worker. During this stage you want to instill the four step training process, which is, tell, show, do, and review. Tell, the employee about the job they are about to learn and perform. Give them all of the in’s and out’s of the task and what expectations you have for them. The next step is show. You, or the trainer will complete the task with the trainee. This is a good opportunity to have the trainee take any needed notes on the material. Once you have completed the task the next step is to have the trainee do the task him or herself. It is very crucial to keep a close eye on the completion of the task. If any short cuts or in correct procedures where taken by the trainee it is important to correct them in the moment. This will avoid any incorrect habits that the trainee can form. The last step is to review. Take this step at the end of day two. Review the entire day with the trainee. Give them STAR and STAR-AR feedback on all aspects of the day. Ask if they have any questions and take the time to answer and explain any information to them.

Day Three – Review

The third day of orienting and training is very important because it is a day to step back and review the entire process thus far. Begin the review just like you did on day one, orienting. Recap the job description of the new trainee, including all rules, policies, and procedures. Next explain the chain of command and how disciplinary actions are taken within the company. Finally reiterate the performance and review process with them, and let them ask any and all questions they need to.

Next recap the tell, show, do, and review process. Explain what you as the trainer saw in each step. The positives and negatives. It is important to think of what the priorities of the company are first and pick the most important areas of opportunity to focus on. Giving to many negatives could affect the attitude the trainee has. Let them know what area of opportunity you noticed and give them a plan of how you are planning to train them in that area.

At the end of the three-day training program, allow for a final question and answer segment. Slowly allow the trainee to work more on his or her own. Assign smaller projects and at the completion of each project allow for a review period. The review stage can be used to evaluate the training that the company has given. Based off of the success of the trainee the program can be monitored and changed if needed.

Reference Page

Rue. (2004). Supervision key link to productivity. (8 ed., pp. 163-184). The McGraw-Hill Companies