Your new hire is feeling overwhelmed by training. How can you help them succeed?

É importante uma abordagem humana, se mostrar honestamente preocupado com o bem estar e a integração inicial, diminuindo a pressão (que é normal) de uma demanda nova. Então um café da manhã de boas vindas, um aulão motivacional com um professor animado, uma dinâmica, um momento de mindfullness... enfim, todas são boas estratégias para aliviar a pressão .

One awesome tool that we have used in my company is what we have coined the Framework For Success. It is an onboarding template that outlines the first 30 days of onboarding including trainings, interactions, and information. It helps walk the new hire through the process and allows for a clear understanding of next steps and what trainings are going to be needed, delivered by who, completed by when. It also allows the new hire to take some ownership in the process by driving the completion of the tasks assigned to them, with support from an onboarding Buddy and their direct supervisor.

¿Es el ritmo, el contenido o tal vez los métodos de aprendizaje utilizados? Al identificar la raíz de sus dificultades, puede ajustar el programa de capacitación para que sea más efectivo y menos estresante para el nuevo empleado. La personalización, la actualización constante del contenido, el uso de diferentes canales y la adaptación a las diversas generaciones y estilos de aprendizaje son claves para el éxito.

Es necesario evaluar los procesos de aprendizaje y las metodologías porque no todos aprenden de la misma manera. Un sondeo o cuestionario puede revelar esa información.

If your new hire's feeling overwhelmed by training, you can help them out in a few ways. Break down the training into smaller chunks so it's easier to digest. Check in with them regularly to see how they're coping and offer support. Encourage them to ask questions and clarify anything they're unsure about. Adjust the pace if it's too fast for them. Provide additional resources or tips that might make things clearer. And always give positive feedback to boost their confidence. They'll appreciate the help, and it'll make their transition smoother.

Al abordar el contenido de esta manera, aplica el adagio: "A un elefante se le come si lo troceas por partes y lo periodificas" - Divide el contenido en módulos pequeños - Establece prioridades - Utiliza un lenguaje claro - Incorpora ejemplos prácticos y casos de estudio - Realiza evaluaciones periódicas y actualiza - Retroalimentación, pon tu escucha en modo on

A mí me resulta efectivo ir desde lo básico hasta lo mas complejo, primero los fundamentos del tema, definiciones y continuar desarrollando la temática por fragmentos. Los procesos de aprendizaje no se pueden generalizar porque no todos aprenden igual tampoco todos están en el mismo nivel de conocimiento.

Utiliza las metodologías de formación modernas que permiten flexibilidad en los ritmos, momentos y horarios. Los sistemas de aprendizaje en línea, por ejemplo, permiten a los empleados acceder a los materiales de capacitación en los momentos que les resulten más convenientes.

Its so important to remember what it feels like to be a new joiner. We ahve all been there, so put yourself in their shoes and remember back to how you felt and what would have helped you. A key thing I have built into our onboarding program is to pace out the initial learning over the 12 week probation period, making it much easier to digest. I always encourage new joiners to take time to familiarise themselves with systems and the intranet and information in their own pace and remind them they have time.

Asignar un mentor, coach o tutor puede proporcionar orientación personalizada y una fuente confiable de respuestas a medida que surgen preguntas. - Dotación de recursos Proporciona una lista de recursos clave y contactos dentro de la empresa. Esta "agenda de a quién consultar qué" puede incluir nombres y funciones de personas que pueden ayudar con diferentes aspectos del trabajo, desde TI hasta recursos humanos y operaciones diarias. Tener acceso rápido a esta información puede ahorrar tiempo y reducir la frustración. - Agenda de tiempo - Cultura de apoyo - Realiza reuniones de check-in

Definitivamente la práctica no es solo para la capacitación es necesario aplicarla en la vida diaria y en los entornos del empleado, del estudiante y del profesional.

Empower, not overwhelm! Highlight career benefits and offer engaging training (workshops, online courses). Respect their time with flexible delivery (online/in-person). Deepen understanding with self-directed learning resources (tutorials, knowledge bases) and gamified training elements (points, badges). Build confidence by focusing on their strengths and setting achievable goals. Encourage questions! Clarification can bridge knowledge gaps. Foster a safe space for learning by allowing mistakes and promoting a growth mindset. By creating such a supportive environment and instilling a sense of belongingness, you'll be able to transform overwhelmed newbies into confident contributors!

To excel in HR networking, prioritize these essential attributes: Effective Communication: Master written and verbal communication. Navigate diverse channels and practice active listening to bridge virtual distances1. Proficiency in HR Technology: Stay updated with digital tools and software for hiring and remote team management. Competence in technology is crucial for success. Adaptability and Flexibility: Embrace change, be open to novel ideas, and maintain a positive attitude amidst evolving circumstances. Empathy and Emotional Intelligence: Understand colleagues’ needs and emotions. Building strong professional relationships requires empathy. Remember, networking is about building meaningful connections!

👉🏻In my experience, if your new employee feels overwhelmed by training, helping them succeed involves these 3 supportive strategies: 1. Encourage open communication: Invite them to share their concerns and ask questions freely. Regular check-ins can help address issues early and provide reassurance. 2. Break down training: Divide the training program into manageable chunks with clear objectives. Provide resources for self-paced learning and allow them time to absorb the information (use microlearning). 3. Offer mentorship: Assign a mentor or buddy to guide them through the process. Having a dedicated person for questions and advice can significantly ease their transition (recommended).