Making Informed Decisions When Training New Employees

When it comes to training new employees, employers need to ensure they are making informed decisions. This means setting objectives that are related to the specific skills of the job, as well as broader professional development activities that help employees move forward and reach their ambitions. Managers should work closely with employees to identify the knowledge and skills they need to achieve their goals. One way to do this is by assigning a mentor to talk to the employee for the first few months.

This gives new employees someone to ask questions, a friend, and guidance in their daily tasks. However, decision-making is not always easy. According to a survey by McKinsey, only 28 percent of executives are confident in the quality of their company's strategic decisions, while 60 percent reported that bad decisions are almost as common as good ones. To make sure decisions are informed, employers should consider the importance of teamwork and collaboration.

A study by Queens University in Charlotte found that nearly 75 percent of employers consider it “very important”, yet 39 percent of employees say their organization isn't collaborating enough. Another study showed that 86 percent of respondents attributed workplace failures to lack of collaboration or ineffective communication. Organizational psychologist Tasha Eurich also found that 95 percent of people think they're self-aware, but only 10 to 15 percent actually are. This means that if you make all the decisions on your own, you are likely to lack cultural, informational or technical data.

When it comes to training programs, employers should make sure they are 100% online and available to participants regardless of location. The application process should be simple and free, and all applicants must be at least 18 years old, fluent in English and committed to learning and interacting with other participants throughout the program. If your employer has hired HBS Online or you decide to enroll in the undergraduate credit option of the Credential of Readiness (CoRe) program, keep in mind that the policies for these options may differ. For example, a new sales employee may have to aim to achieve 20% more sales per quarter after the training is finished.