Employee sharing: how to help front-line new employees quickly become competent in their jobs

Teach by example

When a new employee is handed over to a manager, it is the manager's responsibility to train him or her to become a qualified operator, both through words and actions.A new employee who has just entered the company is like a blank piece of paper, and is most easily influenced by the supervisor and older employees initially assigned to them.It is crucial to develop a clear training plan, which should include all necessary tasks, responsibilities, and skills, as well as specific steps and expected results for each task.In addition, information about the company's team culture and other aspects should be included to help new employees understand the company in detail and integrate into the work environment faster.

Tolerant cognition

In the workplace, we should allow new employees to make mistakes. It is inevitable that employees will encounter problems in their new jobs. During this process, managers should not blame or complain too much.Managers cannot be perfectionists in the process of training new employees, thinking that new employees have already participated in training and cannot make mistakes in their work. Once there is a problem, they will only blame and blame, which not only cannot effectively solve the problem, but also causes new employees to have psychological burden.Employees making mistakes in training will reduce the probability of making mistakes in practical work in the future, but we should also let employees clearly remember: it is okay to make mistakes, but it is not okay to repeat the same mistake. Making the same mistake is the biggest mistake.Managers treating new employees with a tolerant attitude will enhance their sense of identity and responsibility towards the company.

Emotional communication

We should communicate more, set an example, and lead by example.We should always pay attention to employees, understand what difficulties they face in their work, help them coordinate resources, provide support in all aspects, and cultivate their trust and dependence on you.At the same time, we should exchange ideas, be familiar with employees' hobbies and family situations, and according to their characteristics, give full play to their strengths, mobilize their enthusiasm, and constantly improve their abilities.We should understand their thoughts and ideas, and do our best to solve practical problems for them.

In order to help new employees adapt to the work environment and positions as soon as possible, we need to develop clear training plans, assign experienced mentors, provide continuous support and feedback, and encourage teamwork and social activities.At the same time, we should also act as role models for new employees with our own attitudes and actions, directly imparting knowledge on the production site or in practical work, and strengthening team cohesion.