Staffing

One common mistake many businesses make is not formally training or onboarding new hires. Often employers believe that employees will acquire knowledge on the job, as they go. They do! But not everything can be learned on the job. Formally training and retraining employees provides an underestimated return on investment because it increases productivity, compliance, and staff retention. It also contributes to a positive work culture. To establish a successful employee training incorporate these five best practices:

1. Develop a new employee onboarding guide

This guide should outline the company policies, benefits packages, IT set up and training, job-specific training, security training, and safety training. Create a checklist to standardize this process to ensure every new hire receives the proper onboarding. Note that clinical staff typically have distinct training needs. Review the orientation guide on a regular basis to ensure the information is up-to-date and relevant.

2. Spread the onboarding training over a few days rather than all at once

It can be hard for a new employee to take in all of the information shared in onboarding training. Consider dividing the content into modules presented over multiple days. Determine what training should come first by priority. For example, if the new hire is managing the front desk, it will be important to train him/her on how to use the phone and access the appointment system first rather than on financial safeguarding.

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3. Make the training dynamic and interactive

The information covered in onboarding can be dry and boring. Instead of presenting a binder of information and just talking through it, or having the employee read it alone, consider incorporating power point presentations, interactive activities, video learning, and time for question. Training is usually stronger when it includes relevant visuals, case scenarios, and FAQs.

4. Train to build culture, not just share information

New hire training is a unique opportunity to set the right tone for your employee. Be sure to review and emphasize the practice’s mission, vision, and values. Give everyday examples of how the training is relevant to a typical workday and encourage the new employee to contribute from day one. Job satisfaction lies in mastery, but the work environment and culture are vital. It is important that all employees contribute to the culture and feel they can make a difference.

5. Set metrics to measure the success of the training

Simply conducting the onboarding training is not enough to show you that it is successful. You should set up checkpoints to measure whether the information is being absorbed and applied. For example, have the employee complete an evaluation of the training after being on the job several weeks to see if they found it effective. You could also have the new hire train another employee and evaluate their understanding. The final metric is employee turnover, but this is longer term and many factors contribute to this. Whenever you find that some element of training is not working as intended, revise the training. Also seek to emulate what works best.

Establishing employee success begins on day one. By developing and organizing your practice’s mission, vision, values, and policies into comprehensive onboarding training you will help your new hire succeed personally and contribute to your practice’s success.

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