Tips for Training New Employees

The interview process is over, and you have a shiny new employee. To keep your business flowing smoothly, you'll need to train your latest team member. Capitalize on your small business investment and teach your newest employee to perform like a pro. As a small business owner for over a decade, I've seen firsthand what works. I start the training process with these seven no-fail tips.

1. Team the new employee up with your best employee. I believe in multiplication. Assign your most productive and efficient team member to show the new employee the ropes, not just tell the employee what to do. It is tempting to assign training to just one employee, but I have found that it is better to mix it up.

2. Pick the right time for training. Don't put the newbie on the frontlines at peak service time. Take the time to pencil in training time for new folks.

3. Reward good trainers. I've found rewarding trainers for good work is inspirational to others. Give a training bonus, or at least some recognition.

4. Establish the chain of command. During the training process, you don't want too many people teaching. All small business owners have employees that we don't necessarily want to reproduce. You know them; they take shortcuts and make mistakes. Tell the new employees who they should answer to. If they have questions, who should they ask? Point them in the right direction.

5. Create a top 10 list. I love lists and don't mind sharing them with employees. Provide your new "guy" with the top 10 things he or she needs to know about your company. I include things like the mission statement, important software functions and closing tips.

6. Assign goals early. Give your employees goals to reach for. For example, I ask my sales team to make a certain number of sales calls, demonstrations and sales. Reward them with recognition when they reach those goals. When they do, give them another benchmark and then integrate them into the at large goals you have for the company.

7. Provide weekly or monthly evaluations. I find that if I inspect what I expect, I'm more likely to get it. Evaluations don't have to be tough or nerve-wracking, but you should use them. A good evaluation will show the employee how well they are doing and what there they need work.


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