Supporting New Employees to Learn

There are many simple strategies you can use to support new employees. From adjusting training to fit different learning styles to communicating with new hires, here are some ways you can support your new employees' learning. Try them out today. They might surprise you! Just make sure to use them as a springboard for more effective communication and team building exercises. You'll be glad you did. Read on to discover more ways to support new hires.

Simple ways to support new employees to learn

One of the easiest things you can do to help a new employee learn is to provide training materials. These resources can range from simple how-to guides to video tutorials. They can also be helpful articles or even a workplace nameplate. New hires should also learn the names of departments, the responsibilities of their bosses, and the working environment. If possible, provide an informal org chart, which shows how the company is organized and who manages different departments and roles.

It's helpful to provide real examples of job duties. New employees need to see examples of how to perform specific tasks in multiple sensory modalities. For instance, if a customer service representative needs to answer three customer calls in under three minutes, she should see examples of a successful inbound call and experience it. This will help her "own" this new skill. Then, she can mimic those actions and replicate the results.

Encourage employees to share their learning experiences. Offer to pay for courses that help employees develop new skills. Encourage employees to attend professional conferences and join networking events. Offer tuition reimbursement. These benefits not only help employees gain new skills, but also attract top talent to your company. These opportunities are particularly helpful for employees who are considering a new role or department. If they can't afford to take courses at the moment, offer to help them pay for them.

Ensure that new employees understand the "why" of their training. How will it benefit them? If new employees don't understand what training is all about, they will be unlikely to attend. Make sure to develop a video explaining what the training will accomplish for them. If you're unsure of the impact of your training on your company, interview your target audience. Having someone from the target audience speaks directly to them can make all the difference in their learning.

Adapting training to different learning styles

When you train a new employee, you need to consider the different learning styles of that individual. Some people learn visually, while others learn by doing. Many people have a distinct preference for certain types of training. While some people have a combination of different learning styles, it is a good idea to accommodate all of them. For the best results, try combining a few different learning styles to tailor a training program for new employees.

Taking a test to determine your individual learning style is a great start. There are free tests that will tell you what your preferred style of learning is. Once you know what style you are, you can match the right materials to each person's preference. Once that's done, the learning will follow naturally. If your new employees learn best in a classroom setting, it's worth taking some time to accommodate their preferences.

Despite the popularity of workplace learning styles, the fact is that each individual learns differently. It's best to tailor your training to meet each person's unique learning style and minimize learning decay. Some people learn best from hands-on practice, while others prefer to read. It's crucial to consider these learning styles when designing training for new employees. There are two main types of learning styles: visual learners and auditory learners.

A learning style can impact a person's performance both in school and in the workplace. When you're aiming to succeed in a competitive field, you need to constantly learn new information. Understanding your own learning style can help you sustain the motivation that will keep you motivated. If you're a visual learner, you'll find it beneficial to provide learning materials with a colorful layout and attractive design.

Communication with new hires

Communicating with new hires is an important part of supporting their learning. If you've hired new employees, they may be unsure of how to communicate with their superiors, and they don't know how to properly ask questions. Providing a mentor or other staff member can help these new employees feel supported and set up for success. Providing feedback will also help identify training needs and gaps. Make sure your feedback is consistent and clear.

Onboarding process is not simple, so communicate regularly with your new hires. They will likely be interested in knowing how you handle the process. You can conduct employee pulse surveys or schedule informal meetings to gather feedback. Regardless of the type of feedback you provide, it will be helpful to new employees' learning and growth. This way, you'll know whether the new hire needs additional training or simply wants to know more about the job.

When supporting new employees to learn, make sure they feel valued and welcome at work. Introduce them to colleagues and department heads to help them understand their role within the company. One-on-one time with direct managers is another important technique for onboarding new hires. According to a LinkedIn survey, 96% of employees valued time with their direct managers. If you want to give your new hire the best start possible, you can create a fun, icebreaker activity around shared interests.

Make sure your new hires feel comfortable in your office. They should be able to voice any concerns they have about their new role and place in the business. Organizing their office and providing log in information is an excellent way to show your new employee that they're welcome and valued. In addition to helping your new employees learn, it also helps you get to know their personality better. If you communicate effectively with your new employees, they'll be more likely to remain on board for a long time.

Team-building exercises

When you are introducing team-building exercises, the first step is to ensure everyone understands the purpose of each activity. Once they understand the purpose of each activity, you can start planning how to conduct them. Some of these exercises involve reading a document out loud to others. The document will contain mind-numbing jargon and phrases that no one else will understand. When the exercise is finished, the team should discuss why the information in the document is important to them.

Group games can foster teamwork. Scavenger hunts, for instance, are classic team-building activities. Teams compete for prizes by solving clues and guessing the hidden objects. Another popular game is Pictionary, which requires teams of two or more to solve a puzzle. The team members are then able to evaluate each other's contributions to solve the puzzle. Some games can also be frustrating but are fun to play with other teams.

Once everyone is on the same page, the next step is to learn and practice team-building exercises. These exercises can help clarify the values and vision of the team. You can also share their experiences during the exercises. Then, during the debriefing, you can review and reinforce the exercises that worked well for the team. And, don't forget to celebrate the successes of each team member. Hopefully, these team-building exercises will encourage your new employees to work more effectively as a result of the exercises.

Another great team-building activity is the human knot. This activity focuses on teamwork and collaboration, and emphasizes the importance of soft skills like observation, quick thinking, and mediating. The team that creates the best replica of the image will win the game. If you can't figure out how to teach this exercise to your team, try improv instead. It can be fun, and can help break the ice.

Creating a development plan

Developing an employee development plan begins with identifying the employee's potential and the needs of the company. When you have clear goals, it will be easier to track their progress toward those goals. Some examples of goals might include becoming a programmer or closing 30% more calls within a year. Identifying the skills, talents, and areas for development of new employees will help you create a plan that will benefit the entire organization.

Employee development plans are often referred to as growth plans and are designed to help staff members improve their skills and gain new insights. Different plans may aim to train employees for new leadership roles, enhance their expertise to obtain better results, and improve their knowledge in certain areas. Managers actively use development plans and track the progress of their employees. Creating an employee development plan is the best way to promote staff and keep them motivated.

A successful employee development plan should address each aspect of the employee's skills and development. For example, an employee who wants to advance their career might take an online learning course or complete a professional certification. An employee pursuing a promotion might take a reading course. Another employee might take a speaking engagement. A development plan should be actionable and flexible so that it is easier for both the employee and the employer to track their progress. Finally, the most important skill to develop an employee development plan is the ability to hold effective meetings. Through this, you will determine the aspirations and goals of the individual and the organization.

Creating a development plan for new employees is a good way to ensure that your employees are developing the skills they need to be successful in their positions. Creating a development plan should also include a self-assessment that allows employees to evaluate their strengths and weaknesses. The plan should also include a specific time frame. For example, if you're hiring a new team member, you may want to plan for at least 12 months.
Ref:
https://paramounttraining.com.au/conflict-resolution-with-employees/