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Employee Training for Maximum Performance
How to Interview & Hire the Right Person
Hire the Right Person the First Time!
Be People Smart!
Increase Profits in 2005...With a Business Plan for your Practice!
Are You "Stuck" in your Leadership Role?
Articles
Read articles by Julie to learn more:
Annual Goal Planning Leads to Practice Success (PDF)
The Key to Profits is Knowing Your Break-Even Point (PDF)
Formula for Financial Success (PDF)
Leader's Challenge...Are you Ready? (PDF)
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Tips & Articles
Tip of the Month
Employee Training for Maximum Performance
Just as important as hiring the right person is training the person right! To be a successful member of your team, a new employee needs to build positive relationships with staff members, understand the job expectations and requirements, and be given the tools to properly carry out these responsibilities. The program below provides a systematic means of training a new employee for maximum job performance:
- Conduct an orientation
Share and discuss the company mission statement, and how to “live” it in the office.
Go over the written job description.
Discuss the overall function of the office and how they fit in.
Introduce them to all staff.
- Encourage team relationships
Arrange for the new employee to have lunch with other staff members, particularly those they will be
working with closely.
- Use the TELL – SHOW - DO method of training:
TELL
What do you know about this?
What are your strengths, weaknesses?
How can I best teach you?
How do you like to learn something new?
Tell them what the "importance" of each function is and how it fits into the "big picture"
Tell them the "benchmark" of acceptable performance for each job function they have.
SHOW
New employee is able to see how job is done well
Ask employee if they have questions
DO
Supervisor shadows employee.
"Coach" for great performance.
Have them role play as much as possible. They will not “own” the new behavior until they have done.
it themselves!
Ask employee if they have questions.
- Utilize an employee training chart
Make a plan on what the employee needs to be trained on, who will train them and a target date for completion.
- Debriefing sessions & Positive Coaching
The doctor and appropriate team members should give “positive coaching” in a 5-10 minute debriefing session at the end of each day with the new employee for the first 2 weeks. Every other day, in the 3rd and 4th weeks, ending with a 30 day review.
Tell them what they did well that day
Tell them what you would like them to do differently
Be very specific about what and how you want a task done differently. The more specific you are the better a person can understand and change.
Tell them what you want them to focus on the next day
Ask them:
- "What was your biggest struggle today?"
- "What would you like me to help you with tomorrow?"
- "What did you learn today that impacted you the most?"
For more information on training and motivating employees, or how you can use the Professional DynaMetrics Program to determine your employee's’ basic strengths, motivators, preferred work styles and more, contact Julie Weir at (303) 660-4390 or by email at julie@julieweir.com.
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