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Here is the next addition of tips from the Facebook page:
Lean
Tip #1621 - Set the Tone From the Start
Successful
employee training starts from day one. Your
company should focus on creating a learning-centric environment. A workplace
environment with a positive focus on learning will not only give employees the
confidence to learn in their new position, but also allow them to seek out ways
to grow throughout their time on staff. Foster continued learning through a
company-wide interest expressed at all levels, open chains of communication,
and access to training resources and materials.
Lean
Tip #1622 - Train on the Company Mission, Values, and Goals
Employee
training shouldn’t just be based on acquiring specific knowledge for a
position. Your
workers need to be provided with the proper training for their position and for
success within the company. Focus training efforts on building an understanding
the company mission, organizational culture, values, and goals. Through this
specific training, employees will garner a greater understanding, interest, and
respect for company culture, allowing them to better utilize it on a day-to-day
basis.
Lean
Tip #1623 - Utilize Mentors for Continued Training
Regardless
of tenure, all of your employees can benefit from a mentor. Some
of the best learning experiences happen through acquiring guidance and
knowledge from someone with more experience. Whether they’re partaking in the
onboarding process or they’ve been with you for five years, pairing your
employees with a more experienced confidant can provide them with an unmatched
form of guidance and learning. Consider creating a company-wide initiative for
mentoring, which takes place both inside and outside of the office.
Lean
Tip #1624 - Training Doesn’t Have to be a Drag
Learning
is much easier when you’re having a good time doing it. Provide
your employees with a fun and engaging experience during training. If you’re
looking to increase the motivation and engagement levels of your staff, seek
out new ways to make training enjoyable. There are many onboarding and employee
training programs with a focus on fun through gamification and social aspects.
Lean
Tip #1625 - Develop a System of Recognition
While
training may be mandatory, it’s still important to show your employees you care
about their growth. Developing
a system of recognition will provide your employees with a unique incentive for
learning. Set a company-wide standard for the way you reward employee
throughout their training processes. Consider making these rewards as unique as
your company — they might even be of monetary value.
Lean
Tip #1626 - Never Underestimate the Value of Sharing your Time and Building a
Relationship with Staff.
They
appreciate your genuine interest in their ideas and thoughts about their jobs.
They like bouncing ideas back and forth with you and look for your sincere
input on their projects and goals.
The
role of mentor and coach is powerful in training your organization’s culture
and expectations. It is also a significant source of experiential knowledge,
history, work approaches, and on-the-job training.
You
are challenged by your staff to pay attention to them, recognize them, and
provide exciting work. To provide constructive criticism, that they will
actually implement, you must have a relationship with them first.
Lean
Tip #1627 - Pay Attention To and Engage People in Conversation to Demonstrate
Your Sincere Interest.
Call
people by name. When you arrive at work, say, hello, happy to see you. Good
morning, Michael. Ask people how they enjoyed their weekend.
Ask
whether Alice had a good lunch. John will appreciate that you want to know how
his annual college advisory board weekend turned out. Ask Tabitha how her
daughter’s field hockey championship game went.
Participating
in courteous conversation is a powerful relationship-building tool. Staff will
find the fact that you take the time to engage them in conversation rewarding
and recognizing. You also set an example when you establish courteous
interaction as an expectation in your workplace.
Lean
Tip #1628 - One of the Best Forms of Recognition is to Provide Opportunities
for a Contributing Employee.
Opportunities
can take many forms. But, all of them are outside of the normal day-to-day
requirements of their job plan.
Employees
appreciate chances for training and cross-training. They want to participate on
a special committee where their talents are noticed. They’d like to lead a team
that is pursuing an important objective.
They
are happy to attend professional association meetings and proud to represent
your organization at civic and philanthropic events. They’d appreciate the
green light relative to implementing an idea they have for increasing morale in
your workplace.
They
are eager to stop doing portions of their job that have become rote in favor of
new goals and assignments that stretch their skills and build on their
abilities.
Lean
Tip #1629 - Employees Want to Know That They Have Done a Good Job – And,
Especially, That You Noticed.
Employees
want to be thanked and appreciated, every day, it can sometimes seem. But, a
leader of employees makes other people feel important and appreciated, so
frequent recognition sends a powerful message.
The
foundation of this successful relationship is the leader’s ability to make
people feel important. This is critical when a manager’s success is dependent
on whether employees want to follow him.
In
addition to words of appreciation, a manager’s actions speak loudly to
employees about their value. Keep your commitments to employees. If you have a
weekly meeting with each of your reporting staff members, only cancel this
meeting in a real emergency.
Any
message of disrespect that you send can completely undermine all of the rest of
the energy you have invested in effective recognition. Ask yourself regularly,
is this how I would treat someone who is important to me? Your answer to this
question speaks loudly about how your employees view you.
Lean
Tip #1630 – Tie Recognition to the Employee’s Perception of Value
People
know when they’re valued, and they should have a good idea of their value to
the organization. Monetary rewards can skew this notion of value, linking it to
cash when it should be linked to appreciation of extra effort and smarts. Money
is appropriate much of the time, but it’s not the only – or even the most effective
– motivator. Treat employees as valued team members, not as numbers. Most of
the time it’s the best way to really recognize a valued player.
Lean
Tip #1631 – Provide Hands-on Training
In
a 2013 Skillsoft survey of over 1,000 office workers, 33 percent said they
prefer to learn by feeling or experiencing what they’re learning about.
Hands-on training affords employees the opportunity to apply what they’re
learning before they have to translate the skills to their day-to-day tasks.
Whenever
possible, let employees try out and experiment with their new skills in a
controlled environment. This will help them build confidence without risking
the chance that inexperience will lead to harmful mistakes.
Lean
Tip #1632 - Create a Context for the Employee Training and Development.
Provide
information for the employee about why the new skills, skill enhancement, or
information is necessary. Make certain the employee understands the link
between the training and his job.
You
can enhance the impact of the training even further if the employee sees the
link between the training and his ability to contribute to the accomplishment
of the organization's business plan and goals.
Lean
Tip #1633 - Train on the Company Mission, Values, and Goals
Employee
training shouldn’t just be based on acquiring specific knowledge for a
position. Your workers need to be be provided with the proper training for
their position and for success within the company. Focus training efforts on
building an understanding the company mission, organizational culture, values,
and goals. Through this specific training, employees will garner a greater
understanding, interest, and respect for company culture, allowing them to
better utilize it on a day-to-day basis.
Lean
Tip #1634 - Utilize Mentors for Continued Training
Regardless
of tenure, all of your employees can benefit from a mentor. Some of the best
learning experiences happen through acquiring guidance and knowledge from
someone with more experience. Whether they’re partaking in the onboarding
process or they’ve been with you for five years, pairing your employees with a
more experienced confidant can provide them with an unmatched form of guidance
and learning. Consider creating a company-wide initiative for mentoring, which
takes place both inside and outside of the office.
Lean
Tip #1635 - Cross-Train Employees for Greater Mobility
If you’re looking to transform your employees into even greater assets,
cross-training is necessary. This will give your employees a chance to grow
their skill sets, participate in a wider array of job functions, and even
foster greater personal growth. Cross-trained employees can move seamlessly
throughout your company as they assist where they’re needed. Not to mention,
your cross-trained staff is more likely to be engaged in their work due to the
variety of daily tasks they will have access to.
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