Orientation & Training: Part Two
Orientation is just one aspect of a multi-faceted training process. Weed Man strongly believes in the power of systems and utilizes them to help integrate new employees into the workplace. Systems will help ensure that nothing falls through the cracks in your company’s day-to-day operations. A more “off the cuff” approach that does not stick to a set of guidelines can lead to potential gaps in an employee’s knowledge about your company and the role at hand.
While no two systems are exactly alike, the information below will give you a solid idea of several topics that should be addressed during new employee training. Before you begin, however, you’ll need to ask yourself the following: how much time will you dedicate to new employee training (days, weeks, months?)? How much time will you spend on each system? How much time will you leave for questions, follow up, and general discussion? Deciding on a timeframe will help you integrate and manage systems more effectively.
Facets of the System:
1. History of company
This is a must-have if you are hoping to develop a system that truly works. Unfortunately, many companies assume that in an age where information is so readily available on the Internet, employees can simply perform research about their new place of work online. While the Internet is, indeed, a fantastic resource, it does not address who you are, how you got to where you are today, and why you do what you do.
2. Company vision
Remember your mission statement? Don’t keep it hidden away in a stack of paper – share it with each and every employee right from the start. A collective vision helps breed loyalty, trust, and a sense of purpose. It will also help your new hire feel like a valued member of your team.
3. Company culture
Company culture is a system in and of itself, and thus needs to be defined, cultivated, and passed on to anyone who joins your team. Culture refers to the collective beliefs, behavior, psychology, and values of a group of people working within an organization. It will inevitably play a major role in how employees perform and interact with each other and with management.
4. Policies & Procedures
It is essential that you create a system regarding company policies and procedures and relay it to new employees. These act as a link between your company’s vision, culture, and daily practices, and ultimately create a sense of consistency within your business operations. A policy is a rule by which a company and its employees must abide, while a procedure is its instructive counterpart. For example, if your company has a policy about how to handle customer complaints, a procedure would provide a definitive course of action for that policy.
5. Customer service
Customer service is a cornerstone of almost any business. Because it plays such an integral part in the potential success or failure of a company, systems must be implemented that address what, exactly, “good customer service” translates into for your company. Whether or not your new hire will be interacting with customers directly, he or she needs to have a firm grasp on all policies related to client service and how your company values each and every customer.
Systems are so vital because they allow for a thorough, all-encompassing knowledge about a given topic. When you break down the most important aspects of your company and address them directly, you help your new hire develop both an awareness of and an appreciation for his or her new place of work.