Good Things Come to the Prepared
I am sure most of us have said, or heard someone say, a sentence that began with “Things were so much better when…” and inserted a lovely nostalgic sentiment. Reminiscing can be a fun discussion between friends and family. It can bring up some wonderful old thoughts and feelings about times long gone. But it can also be a trap you set for yourself if you stay in that mindset. Nostalgia is a natural enemy to progress. Progress is what happens when preparation and opportunity meet.
Preparation comes in many forms but often it can be synonymous with training. We train our staff and reap the benefits of having an excellent workforce, right? Well, sometimes. From my experience the preparation for training is equally as important as the execution of the training process. I have never read a training manual that benefited me more than in depth person to person training by the person or persons who know a process. There is also nothing as stifling as an inadequate trainer when you are learning a new job or task, and in these moments your documentation can either save you or lose you a potential high-level employee. Documenting your processes is very important, executing your training efficiently is crucial.
In the new normal we live in there is also the emergence of remote and hybrid possibilities for staff. For these positions, preparation for employers must also include learning how to identify self-motivated individuals who can handle the accountabilities of remote/hybrid work. It is a reality that some people can function well in a remote environment and others, unfortunately, will not be able to thrive in this capacity. Identifying these talents during screenings and interviews will be a difficult task ahead for small businesses and corporations alike.
Underpreparring staff after the time and effort expended during the hiring process is inexcusable. Much like a village raises a child, a team must collectively assist a new teammate on the road to success. There are no half measures in this approach, and the failings will be reflected in the work environment and habits of your team. Nobody knows everything, we all have faults, and some people are better at certain things than others. If you take training lightly, or allow others to do so, you are minimizing your future benefits from the outset.
No process is ever perfect. Keep in mind some people hoard knowledge as a means of maintaining their own importance. Others would rather see someone fail than the team thrive. And some people have just been in a position or a place for too long and are burnt out. Paying close attention to your team’s training results can help you locate these issues and, if necessary, neutralize their impact on the new staffer. Or, if the new hire does not meet your expectations despite your team’s strong efforts, be decisive. Effort is the universal currency. Protect your team. Never be afraid to make a decision when your data supports your move.
Things were so much better before we had to consider all these factors when hiring a new employee, weren’t they?
No, they were not. Just because things were easier does not mean they were better. And let’s be honest with ourselves as well. Easier is not always better. Leave the nostalgia for those conversations with friends and family.
Success is never guaranteed. Opportunities are few, but they do exist. Preparation is within our control.
