Developing an effective training program for new hires is essential to ensure that they quickly become productive members of your team. A well-structured training program not only helps new employees understand their roles and responsibilities but also sets them up for long-term success within your organization. Here’s how to develop a comprehensive training program that gets new hires to 80% autonomy within 90 days.
1. Start with the Job Description
The foundation of any successful training program begins with a clear and detailed job description. The job description should outline all the requirements of the role, including the specific skills, knowledge, and behaviors expected from the new hire.
Why the Job Description Matters
- Clarity of Expectations:
A well-defined job description provides clarity on what is expected of the new hire. It serves as a roadmap for the training program, ensuring that all necessary skills and competencies are covered. - Customized Training:
By aligning the training program with the job description, you can tailor the content to address the specific needs of the role. This ensures that the training is relevant and focused on helping the new hire succeed in their position.
2. Set Clear Goals for Each Month
To ensure that the new hire is progressing as expected, it’s important to set specific goals for each of the first three months. These goals should be aligned with the overall objective of getting the new hire to 80% of where you need them to be within 90 days.
Month 1: Initial Orientation and Basic Skills
- Goal:
By the end of the first month, the new hire should be familiar with the company’s culture, policies, and basic job functions. They should also have a clear understanding of their role and how it fits into the larger organization. - Training Focus:
The first month’s training should include an orientation session, introductory classroom training, and basic shadowing to observe key tasks. Assessments at the end of the month can help gauge the new hire’s understanding and readiness to move on to more advanced training.
Month 2: Intermediate Skills and Hands-On Experience
- Goal:
By the end of the second month, the new hire should be comfortable performing routine tasks independently and should have a deeper understanding of the more complex aspects of their role. - Training Focus:
The second month’s training should build on the basics, introducing more advanced concepts and hands-on experience. This is the time to incorporate more shadowing, but with an emphasis on the new hire actively participating rather than just observing. Regular check-ins and progress assessments are crucial to ensure that the new hire is on track.
Month 3: Advanced Skills and Autonomy
- Goal:
By the end of the third month, the new hire should be able to perform the majority of their tasks autonomously and should be contributing to the team’s goals. - Training Focus:
The third month’s training should focus on refining skills, addressing any remaining gaps in knowledge, and preparing the new hire to take on their responsibilities independently. At this stage, testing their ability to perform tasks without supervision is essential.
3. Combine Shadowing, Classroom Training, and Tests
An effective training program should include a mix of shadowing, classroom training, and assessments. Each method plays a unique role in helping the new hire develop the necessary skills and knowledge.
The Role of Shadowing
- Observation and Participation:
Shadowing allows new hires to observe experienced employees as they perform key tasks. However, it’s important to ensure that shadowing is interactive, with new hires gradually taking on more responsibility as they learn.
The Importance of Classroom Training
- Structured Learning:
Classroom training provides a structured environment where new hires can learn the theoretical aspects of their role. This includes understanding company policies, learning best practices, and developing foundational skills.
Assessing Progress Through Tests
- Ensuring Competence:
Regular testing and assessments throughout the training program help ensure that the new hire is absorbing the material and can apply it in practice. These assessments also provide valuable feedback that can guide further training efforts.
Conclusion
Developing a training program for new hires is about more than just onboarding; it’s about setting them up for success. By starting with a clear job description, setting monthly goals, and combining shadowing with classroom training and tests, you can create a program that helps new hires reach 80% autonomy within 90 days. This approach ensures that your new employees are well-prepared to contribute to your team’s success, making them valuable assets from the start.