Su nuevo empleado tiene dificultades con la capacitación. ¿Cómo puede asegurarse de que reciban el apoyo que necesitan?

To ensure a struggling new hire receives the support he/she needs during training, I take several key steps. First, I provide personalized coaching, tailoring guidance to their specific needs and learning style. I schedule regular check-ins to monitor progress, address concerns, and adjust the training plan as necessary. I also create a supportive environment by encouraging open communication and feedback. I pair the new hire with a mentor who can offer additional insights and assistance. Utilizing various training resources, such as hands-on practice, online modules, and group sessions, helps reinforce learning. By fostering patience, understanding, and adaptability, I ensure the new hire feels supported and confident in their role.

Here are a few ways to ensure that your new hire, who is struggling with training, receives the support they need: 1. Ask what they are struggling with. 2. Allocate more time for the topics they find difficult. 3. Provide additional resources and support. 4. Reassess frequently to adjust as needed. 5. Celebrate progress.

Sometimes, it could be overwhelming for the new joiners to adapt to the working environment and understanding new things. Guiding them and providing them with resources like website / Sharepoint links, quick guides and notes will help them navigate the path easily.

Mentorship and on-the-job training with peers is an excellent way to develop new team members. However, developing a mentorship culture is hard. I’ve seen it done well and I’ve seen it fall flat. It works best when it is built into your onboarding process and mechanisms. For example, allowing a new team member to spend several weeks with a peer shadowing, and then doing, the job under their supervision allows the new team member to gain competency more quickly and with higher quality than they would be able to do on their own. This can be an expensive decision but can be invaluable in the long term impact of that employee and the reduction of siloed knowledge. Taking the time for proper training up front can save you over time.

Honest and open feedback is required to make any initiative successful. Infact, it gives an understanding of the training from user point of view. The lens of a learner helps to understand, analyze and improvise the program. Having a survey form with both qualitative and quantitative inputs will help. Targeted discussions with specific improvemental feedback providers will help navigate issues, if any.