3. 6 steps of training

6 steps of training 

1. Explain the importance of the task or ability to the new Employee and exactly why they should complete the task in the formatte laid out to them including the consequences of not doing it this way.
2. Explain the procedure for completing the task and have them write it down.
3. Then Demonstrate the task yourself for the Employee in the exact way the SOP described they should be performing it.
4. Watch the new employee complete the task while coaching them through the steps.
5. After they have completed the task, express confidence in their ability to perform the task well moving forward.
6. Follow up to verify their ability to complete the task as designed until they have no issues

Setting Expectations/Benchmarks for the probationary period

1. Identify and explain all of the parts of the job a new employee in this position will need to know including the tasks they will be expected to complete on a daily, weekly, monthly, quarterly, and annual basis.
2. Explain what order the new employee is expected to learn each skill and part of the position in, in order to best meet the standards for the position..
3. Lastly, a leader should explain in what time period the employee is expected to be producing and at what level in each area of the position and what the standard for each KPI is that the employee will be being judged on. These metrics should be set and measured at 30, 60, 90 days during the probationary period.
4. Periodically also around each of the benchmark dates the leader should have a meeting with the new employee to discuss their progress and how they are feeling or what more help can be given to the employee to make sure they reach the standards set.
5. The goal of leadership should be to provide a clear and concise path, along with all the training and tools needed for a new employee to become successful in their new position.