What to do when your new employees lack Basic Training
Why can’t new employees show up already trained? Do you ever feel like you have to give basic skills training before you can provide job training? Have you found yourself wondering how it is that some folks don’t seem to understand the basics such as showing up to work on time and being sure that they’ve already eaten breakfast? It would be phenomenal if all people knew these things, but in reality, many people need skills training even if they have job experience. I believe in dealing what what is instead of what you wish was. In other words, deal with the fact that they don’t know rather than wishing they did know.
When you start dealing with the lack of knowledge you start to change the problem.
When an employee doesn’t know something, including the basics, then the employee needs to be coached or provided training. A couple things will make this effective:
- Really care about the employee. Zig Ziglar is famous for saying “When you help people get what they want, you get what you want.” Help the employee understand how changing will get them what they want, and you’re more apt to get what you need from the employee. Sell the employee on the idea of how it is going to help his/her career if they change and/or hurt them if he/she continues with current behavior.
- Don’t assume the employee already knows things. There are many reasons (including that the employee didn’t care in the past) as to why they employee may not know the lesson.
- Coach the employee on how to change the behavior.
So how does one go about teaching these things? To start with, ask yourself this question and answer it seriously. “What do you know…that they don’t…that you need to teach them?” There are many things that you know intuitively because you’ve been doing them so long. Move those lessons from your “gut” to your “brain” so that you can teach them to others. The only way to do that is to “think about what you think” so you can hear what it is that you know intuitively.
Once you’ve determined what you think, think about what the benefits to the employee are for changing to the new behavior (How will it serve the employee?) and/or what are the drawbacks of the old behavior (How is it going to hurt the employee?). Keep in mind that some benefits and/or drawbacks are not immediate but are instead cumulative. In other words, you may not see the benefit or drawback right away, but that doesn’t mean it isn’t there.
The next time that you are working with staff, remember that your role is to coach them to success. The way to do that is to share with them the knowledge capital that you have that has helped to make you a success. What do you know…that they don’t…that you need to tell them? Find the answer…and then tell them.