Checklist: Establish Employee-to-Employee Training

By: Laura Mohammad
September 12th, 2011

The real work of bringing on a new worker should begin before the departing employee leaves your organization. You’ll want your new employee properly trained so the transition is smooth. By asking your departing employee to rethink the job description and map out how the newcomer will be trained, you’ll go a long way toward a positive experience. Also, reassurances of a good word to future employers will help ensure that the departing employee takes ownership in the training process.

With the help of Daren Fristoe, president of Missouri-based HR firm The Fristoe Group Inc. (TFG), we have compiled a list of things you and your employees should do to ensure a good training experience.

Have the employee:

• Job description. Review the job description. He needs to be clear about what is supposed to be done and what needs to be addressed in the training.
• Organization. Review the organization, including reporting structure and ancillary departments. He needs to understand how his job works in a global view.
• Improvement. Assess how the job can be improved, mapping out the current flaws and how they can be improved.
• Day by day. Map out the tasks by days. What, how and why does it need to be done? All of the details need to be addressed over the course of the training. Details like how much time tasks should take should also be included.
• Insider tips. Share with the new employee which vendors work well and give them the names of helpful or important contacts. These little details can help make the day-to-day tasks a little easier.

You should:

• Be present. Involve yourself in the process, including orientation. Be available to both employees for questions and feedback.
• Check-in. Check-in to make sure the training is going well or delegate to a trusted employee. Don’t leave to chance that the training will be done effectively.
• Encourage camaraderie. Encourage a rapport between the incoming and outgoing employees. A large part of success is maintaining goodwill with the outgoing employee.
• Give ownership. Give the outgoing employee the feeling of ownership for the transition’s success. Involve them in the planning of the training, for example.
• Give goodwill. To ensure that outgoing workers have goodwill toward the training process, encourage them to invest in the process until the end. Assure them that you may work again together in the future and that you will put in a good word to future employers.

Did you find this post helpful?  Yes  No

We appreciate your feedback.

Please share.

Why?  Please select one of the following options:

  Too general
  Not relevant to my industry

  Not well presented
  Information is out of date

  Not what I was looking for
  Other

Please tell us how we can improve our content.
Thank you.

Captcha Fail.

Send

Tweet

You may also be interested in:

		Why You Need an HR Specialist A capable Human Resources (HR) specialist is an invaluable asset to any company. HR specialists can help create and nurture.. more »
		What the Yahoo Scandal Can Teach Us About Resume Fraud Even large companies with deep pockets and vast resources can fall prey to resume fraud if they are not diligent in their screening processes... more »
		Trend Watch: Employee Health Benefit Enrollment Continues To Drop If Americans are required to buy health insurance or face penalties, is your small business ready to absorb the costs?.. more »