5 reasons for failure of introductory training
Everyone who works in the field of management and in particular in the management of human resources should know what "introductory training" is. Undoubtedly, it is very important because it helps the newly appointed employees to start their work more calmly and confidently.
In some companies, induction training lasts one to two months or even longer. In other companies, this training lasts one to two weeks. Somewhere the introductory training is only one or two days, and there are companies in which the whole process takes one or two hours.
How long and in terms of content, the introductory training depends on the literacy in the field of human resources management of the managers of each individual company.
However, there are also specific situations in which, regardless of the company, the introductory training does not work and fails.
Here is a simple story that makes it clear what employees can do to customers, even though they have had introductory training. True story.
Some time ago I bought a gorgeous plant - a beautiful, large, and quite expensive yucca with three separate plants in one pot.
The saleswoman collected the money I gave her at the cash register of the store and seemed to think that she had ended up with me as a customer because she was going to other visitors.
"Wait, please," I shouted after her. I would like you to explain to me how to take care of the plant. How to water it, when to fertilize it, under what conditions to grow it? ”
The saleswoman's answers were quick and concise. I decided to trust her information anyway.
Two months later, one of the three yuccas faded and its leaves fell to the ground. I turned to the same flower shop for advice. There the saleswoman was different, but she also confirmed what they had already told me when buying the plant.
After the second yucca in the pot died, I sought advice from another, larger store. A kind employee connected me personally with the owner of the store. From him I learned that the current watering regime is the reason for the death of my yucca.
This story can also be told about an employee who sells clothes, food, vacations, trips, banking products, cars… Or it could be a story with a doctor prescribing treatment, and the patient, instead of recovering, feels worse than before.
Every new employee receives some introductory training in the company. At least they acquaint him with the products, with the prices, with the most frequently asked questions by customers, with the routine procedures. However, there are employees who sooner or later cause some physical, moral and monetary damage to their customers. Why is that?
Let's look at when introductory training fails.
1. When the training does not comply with the philosophy of learning
One of the most important rules is that introductory learning is subject to the philosophy of learning.
The learner should be told and shown how to do the relevant things, then he should repeat the actions, provide time to rehearse, then observe, be evaluated, be told the mistakes and ways, not to allows them and so on.
The flower shop probably did not comply with this rule of learning. My observations show that other companies do not comply with the philosophy of learning.
2. When the training does not comply with the personal learning style of the new employee
People learn differently. Do managers who conduct introductory training know these styles and how do they apply this in practice?
If they do not know them, then the introductory training will not achieve its goals for individual employees and groups of employees.
3. When making heavy compromises in the recruitment and selection of employees
Many companies hire new people, making serious compromises with the requirements they have to meet in order to take the relevant positions. "There are no people!" They say.
The reality, however, is that "not every tree blows a whistle." No matter how much we train a "tree" to become a "whistle", it would be difficult.
Therefore, when there are not enough job candidates, do something else. Review job descriptions, job requirements, sources of candidates, selection techniques, and the training of the people who make the selection. But he does not compromise on competence. Especially when it comes to managerial positions.
4. When appropriate formats of introductory training are not used
Introductory training fails when appropriate formats are not used for the purpose. Especially when it comes to a difficult labor market like ours.
For this reason, some companies are trying to build their own "corporate universities". They provide an excellent opportunity for introductory training and a serious preparation of new employees for future work in the company.
5. When the training is "detached" from everything else
If introductory training is disconnected from all other important human resource management activities such as "evaluation", "remuneration", "career development", it usually fails.
For example, if during the introductory training one thing is learned, and at the end of the month the employees are evaluated according to completely different indicators or are rewarded in a completely different way (not based on the results), there is simply no way the introductory training can work.
In summary:
Review the practice of introductory training in your company and assess whether one of the above five reasons for failure does not exist in you.
Take timely corrective action so that the introductory training can really fulfill its purpose - to prepare employees to work well and confidently in their new job.