What are the real learning and training needs among new staff: management or technical? How do you effectively train new additions to your team?

A quick integration of new staff is appreciated by both existing staff members and newcomers alike, and it has a measurable influence on job satisfaction and the performance/efficiency of the entire team. Providing information, feedback, training and making sure that the newcomer feels part of the team as quickly as possible requires a specific plan of action.

Assign a coach to the new staff member. Management should make sure that the coach is officially assigned X hours/week for coaching activities so as to avoid workload conflicts that might have an averse effect. The coach's first responsibility is to establish a relationship of trust with the newcomer and to provide constructive feedback on his or her functioning in the new job. The coach should have the correct skill set to supervise the newcomer - it should not just be a person who has some time to spare.

Prepare a training plan based on the newcomer's experience. Take into consideration the CV, also the information that has been gathered during job interviews. Discuss the plan with the new employee and adapt. Plan progress meetings and indicate the end date of the official coaching period. The training plan should account for tool training, company procedures and processes, but also include time to spend on customer information and how you communicate, both internally and externally. Example areas to address are:

• Where can the newcomer find information or who is the person to contact?
• What procedures and processes do they need to know?
• What technical support do they need (training in company applications, other software)?
• Who will explain it to them / when / duration?
• How does the company/team interact professionally but also socially?

Give the new employee real project or management responsibility (on the job training) from day one, whatever their level of entry. Of course, the less experience, the more supervision will be needed, but this is great for motivation and integration.

Make sure everyone in your organization/project team and - if applicable - your customers know about the newcomer and the role he or she will play in the organization. Also, make sure there are no technical hitches (a desk, PC, (mail) account, etc.) in resources that need to be provided.

And remember, for a newcomer, nothing is evident. Never assume they know what you know - check! And don't make immediate judgments - even experienced newcomers need some time to digest all the new information received in the first weeks.

Irene Koppenaal, Localization Manager at WhP