New staff arrive fresh and excited about embarking on their new adventure. How you prepare for, and then manage the critical early days and hours sets the tone for their experience with your organization.
Some of these are clearly their first days and some are ongoing. Orientation leads seamlessly into ongoing Coaching, Guidance and Support…
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Even just one week ago, I don't think we thought we'd be where we are today. This is both from the standpoint of “the health crisis is worse than we imagined” and from the standpoint of “wow, our staff have really stepped up their commitment to making their remote work, work”.
We’ve now been working remotely for a few weeks. Because we had to rush to remote work, we had no time to assess whether people were suited for it or not. So the first post in this Remote Work series suggested we now look at the characteristics we would have assessed in ourselves and our staff. If you looked at the questions in the first post “Is Telecommuting Right For Me? I bet you found one or two areas that were lacking in each of your staff (and maybe yourself).
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We all know that the time we and our staff “spend” learning comes back to us three-fold in the form of high morale, safety, retention, productivity, confidence, and reduced errors. BUT where do we get that time up front with everyone’s incredibly busy schedules? Try some of the following great ideas that have been used successfully by other companies.
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Employee training is an investment. We all say it, we all mean it, and we all know how much we spend on it – but an investment signifies return, not just cost. What’s your company's return on its training dollar?
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There’s a lot more to training than talking! An awful lot of us are educating our staff, our co-workers, our members these days without a clue of how to really help adults learn.
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