What does it feel like to start a new job? Perhaps it feels exciting, a sense of possibility as one embarks on a new opportunity that might bring economic improvement, new challenges and more interesting or fulfilling work.
It can also be scary and disorienting. The worst part of a new job is showing up the first day, not knowing how one will be received and treated by new bosses and co-workers. For many people, meeting new people and being faced with new responsibilities can trigger nervousness and anxiety.
The employer can ease the way for a new employee by making sure he or she is taken around and introduced to co-workers in a friendly way. But more important is making sure that the new employee knows exactly what is expected of him. A job description that lists and explains duties and responsibilities is a great way of showing the new hire exactly what the job requires, helping him to focus from the very beginning.
A great cause for anxiety is out of the way right away. The newcomer doesn't have to try to figure out for himself what is expected of him, whom he reports to and who his co-workers are. But new employees need more than that. How to carry out those tasks? Every company has its own culture and procedure. The employee may have worked the counter at another company, but every company is unique. He shouldn't be forced to figure everything out for himself.
In many cases, the new employee is doing something different, or may be new to the industry. Training is essential and needs to be more than, “Hang around with Ed for a couple of days, you'll pick things up.” How good a communicator is Ed? Does he really do everything the company expects or has he developed his own interpretation? Obviously Ed is a pretty good employee or the boss wouldn't trust him to be a role model, but does he possess — and does he have the ability to communicate — all the knowledge necessary?
Training not only makes the new employee more capable of doing his new job, but it gives him the feeling that the company cares enough about him as an individual to invest in his training. It communicates to the employee that his position is important and that encourages the new employee to take more pride in his performance.
Training helps the new employee understand the company's vision. It may be about renting equipment, but it may also be committed to a high standard of customer service and the training helps communicate that message.
Training may involve instruction about the different lines of equipment a company rents. It may be about proper telephone techniques and the way customers should be spoken to. It may involve maintenance techniques on particular equipment categories. It may cover sales techniques, or proper procedures in washing equipment or tying it down for delivery. Whatever the area, training helps clarify questions and explain a company's expectations and standards.
It doesn't have to cost a lot of money. It does take some time and concentrated effort. But not only does it help employees, but it can also help the employer to clarify just what the company really wants and requires from a particular position. I've supervised quite a few employees myself, and I know from experience that sometimes I don't make expectations clear to new employees because they really aren't clear to me either.
After you read Erin Chapman's cover story on training, I suggest you take a little time to develop training for your company or review existing training procedures. As Erin says in the article, you may feel you can't afford it, but the reality is you can't afford not to do it.
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