Training new employees is a subject that every manager has to face. Without social experience, a blank sheet of paper, new employees start their own businesses. They will be influenced by their bosses and predecessors who meet for the first time in the company.
The question is, what kind of boss and predecessor will you meet? Does it have a positive impact on their growth? Or will it be completely destroyed by an incompetent boss?
Therefore, there are two key points in training new employees. The first is the way to do things for new employees. Although the work assigned to a new employee is not difficult, he needs to master reasonable operation methods. The "method of doing things" will enable new employees to overcome their subconscious inferiority in the shortest time, gain self-confidence and a sense of accomplishment, and thus enjoy the fun of work. Second, new employees should have the qualities that company employees should have. The quality mentioned here mainly refers to the necessary code of conduct in daily work, such as reporting, communication, speaking style and attitude. It needs to be taught repeatedly until the new employee forms a subconscious conditioned reflex, which can be done almost without thinking.
New employees must master these guidelines as soon as possible, otherwise it will take longer to correct bad habits as they get older. Therefore, for managers, quality training is an unshirkable responsibility, which helps new employees to quickly enter the role and master the main points of work.
2. Work is the real beginning of training-group training is just a run-up.
Training new employees needs to correct a wrong understanding. Pre-job training for new employees is not the end, but the starting point. The purpose of pre-job group training is to teach new employees some general knowledge and basic experience in order to better integrate into the company. However, group training is very limited, because training is carried out in a state of non-work, so you can't directly teach how to work. Therefore, the significance of collective training is to simplify the training work of each post, which is an auxiliary means.
In fact, the training of new employees begins from the day they are assigned to work, and all the responsibilities are at work. Everyone has their own characteristics, and it is impossible to be unified. Teaching students in accordance with their aptitude can't be different, and only superiors and senior colleagues at work can do it.
Therefore, work is the real beginning of training.
Show him the training method-don't use subordinates as helpers.
Managers need to understand that when everything is handed over to the other party, they subjectively think that the other party can do it and let the other party do it. This is totally unreliable cognition. As a manager, at the beginning of the new job, we should first demonstrate and patiently explain the methods. At the same time, he should practice hard, encourage him where he has done well, and remind him where he should correct. In short, hand in hand, get on the horse and give a ride.
Without hands-on teaching, new employees will be free to play and they will "do whatever they want". If they don't succeed according to their own ideas, they will easily lose confidence and hate their jobs, thus unconsciously forming bad work habits.
Remember, subordinates are not errands, they have no purpose in work arrangement, they are only limited helpers, and it is unreasonable to do only bits and pieces. In short, we should show him, let him do it, and make a moderate evaluation.
This method is very important, especially in the first step in the workplace. Therefore, from the beginning, you should teach the new person the best method you have tried, let him follow it, make him successful and increase his self-confidence.
4, clear guidance responsible person-can train two people at the same time.
New employees enter the company with hope, and managers should let them grow up, not cultivate an unqualified person. Therefore, it is necessary to establish a mechanism to clarify a person in charge of guiding new employees and let him undertake the responsibility of training new employees. Generally speaking, the person in charge of new employee training should try to choose those who have worked for 1-3 years.
New employee leaders need to complete three tasks. The first is to demonstrate the work to new employees, let them try it, and evaluate their performance, repeat this process and teach them by hand. The second is to carefully observe the behavior of new employees, find problems and help them correct their mistakes through repeated reminders. New employees have different levels of understanding, so don't bite the fat man, adhere to the principle of "correcting one problem at a time" and improve one by one. The third is to open the new employee's heart, listen to all his troubles and give constructive suggestions accordingly.
We can't choose those who have serious problems in life and work ability as the person in charge of guiding new employees, otherwise it is very likely to pass on bad habits to new people. People of similar age are easy to communicate with. Try to choose people of similar age.
At the same time, we should understand that training new employees also means training people in charge of guidance. This is a challenge and a kind of learning and growth, so we can't miss this good opportunity.
5, determine the training process of new employees-starting from the overall work.
We should abandon the concept of treating new employees as temporary emergency personnel to deal with the shortage of manpower. On the other hand, it is necessary to clarify the process of new employee training in advance, with clear process and clear steps, which is easier to help new employees in the transition period of the workplace. The situation of each department is different, but there are certain procedures for the training of new employees. Generally, they are required to do all the work of the department, get to know each other and all their colleagues.
Anyway, do something related to the overall work first, and don't generalize.
Master the principles of training process: from easy work to difficult work; From daily work that operates according to fixed standard procedures and methods to work with strong application. In short, we should make clear the work order according to the work content of the department.
As a manager, there must be a clear order, that is, everyone knows the situation of each group in the department. At this time, it is necessary to replace the responsible persons one by one, rather than a single restriction. The number of persons in charge has increased, which is equivalent to expanding the scope of training.
6. Don't mistake the order of instructions-first, be accurate, and second, be quick.
When training a new employee, if he has passed the initial entry stage of "show him, let him do and praise him", it is even more important to let him do things accurately.
In the initial stage, we should pay attention to the accuracy of doing things, but not too much attention to the processing speed and workload, so as to avoid the overload of newcomers. If the work can be handled accurately, the next step is to ask for speed and guide how to deal with the problem in order to achieve more quantity. When the speed of the newcomer reaches a fairly high level, we should give him some predecessors' work step by step to make him an independent and qualified employee.
The above three stages should be said to be the basis for guiding new employees: first, be accurate, and second, be fast, so as to do better.
It should be noted that when training new employees, they must be guided in order. Some new employees are impatient and want to be like their predecessors at once, so they want to skip some steps. If left unchecked, it will weaken basic skills, be short-sighted and have disastrous consequences in the long run.
7. Working for a customer-the salary is paid by the customer.
In terms of employee quality training, the first problem that new employees understand is that wages are not paid by the company, but by customers. This is also master Drucker's point of view: the only value of an enterprise is to create and meet customer needs.
New employees must receive special education to eliminate this illusion. The first step in training new employees is to keep in mind the gratitude to customers, show it in behavior and attitude and form good habits. At this point, seniors should also demonstrate to new employees with correct attitudes and behaviors. Whether to carry out this idea will determine the future development of the company.
8. Ask new employees to confirm the boss's instructions-do a good job at once.
For new employees, in principle, it is to complete the work assigned by the boss at one time, and ask questions boldly to confirm what you don't understand. Especially for complex content, we should form the habit of repeatedly confirming its content and waiting for the boss's affirmation before starting work. Don't be embarrassed, even regard repeated clarification as "rude" behavior. In fact, if you have a salary, you should be responsible for your work. Accepting the task assigned by the boss, if you don't do it well once, will directly affect your confidence, and at the same time, it will also cause colleagues in the company to be disappointed in themselves until they are alienated.
For managers, pay attention to this point when giving instructions to new employees, from easy to complicated, step by step. When employees ask you questions, listen carefully, answer clearly, don't be impatient, and encourage new employees to develop the habit of asking questions boldly. If you are impatient, they won't ask questions, but will prompt them to do what they want.
This is the first step to cultivate the quality of new employees, and managers are duty-bound to develop one-off work habits.
9. Accustomed to reporting the results of implementation-"of course" is prone to problems.
The result of reporting the delivered content becomes an execution report. New employees should form the habit from the beginning: report the implementation results before being questioned.
After receiving the instructions and carrying them out, the work has not been completed. In any case, we must confirm each other, which is the real end. If it is completed without a report, it is only "half done".
Wait for the boss to say, "By the way, what happened to that thing?" It's easy to make mistakes. Report first, the work can proceed smoothly, and a pleasant working atmosphere can be formed.
10, form the habit of "punctuality"-don't bother others.
When training new employees, it is important to cultivate the habit of punctuality. We should observe the attendance time, meeting time, especially the time agreed with customers.
When training new employees, it is a transitional period to instill in them a new concept of time in the company. In fact, this is almost the weakness of most newcomers. They are used to sloppy time and will inadvertently lose the opportunity to build trust with colleagues and customers. So, don't be overjoyed.
1 1, develop good writing habits-words are like people.
To cultivate the quality of new employees, we should pay attention to developing good writing habits, and the words written should be easy to understand and the content should be simple and clear. It is hard to imagine that a person is prone to typos, missing words and graffiti, which only shows that he does not attach importance to the company he works for; At the same time, words are like a person, and managers should guide new employees to write written reports to make lengthy articles simple and clear.
These are basic management skills, and kung fu is above poetry, which is unambiguous at all.
12, quick response-make it quick.
Another habit that new employees must develop is to be able to respond quickly to instructions or questions and requests and deal with every job immediately. The whole team reacts quickly, but some people don't get along, which will force everyone to slow down and affect the team performance. The working speed and reaction speed of new employees depend on the working speed of their departments and superiors. Therefore, managers must set an example to help new employees develop the habit of making decisions quickly and handling a lot of work quickly.
13, form the habit of helping others-regard work as a happy thing.
Nowadays, many young people are inconsiderate of others. "Everyone sweeps his own snow, regardless of the frost on other people's tiles", but this idea was very terrible at the beginning of his career. Remember, you are not fighting alone, you should integrate into the team, and the new employees are a little leisure. If any colleagues need help, you must be willing to cooperate. This is also an important symbol of integration into the team.
The purpose of cultivating the basic quality of new employees is to learn to work with colleagues better and happily. After all, 1+ 1 is greater than two, and it is really good for everyone to be good.
Practically speaking, the cultivation of new employees is an important but not urgent matter. It takes ten years to plant trees and a hundred years to nurture people, so we must take a long-term view. It is a little gratifying that in the retail industry, we have seen colleagues take precautions, such as the "1200 project" initiated by Suning Appliance in 2003, which has been sharpened for ten years. Through comprehensive, systematic and professional training, new college students have become the elite of retail chain industry. People-oriented enterprises, no one will stop, wisdom is interlinked.