We have all been a new employee at one point. Being a new employee can be a very difficult
time. Settling into a new position with new policies, procedures, systems,
clientele and new coworkers has many challenges. To help with this, new employees should
develop a comprehensive understanding of the company as a whole and how their
position is important to the success of the company. Starting off on this foot
will help ensure success for both the firm and the new employee. What kind of training culture does your
company have for new employees?
I was very fortunate to come on board with Boomer
Consulting, Inc. (BCI) in September 2011 along with another new employee –
Erin Cheever. The training process we
went through was impressive. It was well organized, informative and personal.
Each staff member gave us one-on-one attention during the process. Coming on
board with BCI changed my whole philosophy on new employee training and how
beneficial it can be to firms to develop a more personal and thorough training
culture. Firms come in all different shapes and sizes so what works here at BCI
may not work for your firm but it’s the philosophy and culture that is unique.
Here are some details about the BCI onboarding process:
- Erin and I had four days entirely dedicated to training. Each BCI staff member played a role in the training.
- An agenda for each day outlined the topics and time for the training and identified who was going to be involved.
- One day was spent specifically with the COO,
Sandra Wiley. Sandra covered the history of BCI, the 2012 strategic plan, 90-day
game plans and Kolbe indexes.
- We spent time with the leaders of each
department in the company to ensure we understood the processes involved. These
departments included, IT, Sales, Marketing, Productions, Customer Relations and
- Direct one-on-one trainings were also held with
those that had similar job functions as us.
During this time, we were able to apply what we learned during the
trainings sessions and ask specific questions. Additional training was held
with other BCI team members where processes overlapped.
- We also had one-on-one IT trainings with the
Director of Technology to ensure we understood the technology we were using and
how to best leverage it to be more productive in our positions. We continue to
schedule these trainings as necessary.
Not only were the one-on-one training sessions great for
getting comfortable with my new position, it also allowed me to get to know the
rest of the BCI team on a more personal level.
By leveraging the entire BCI staff, I was able to learn the processes
and procedures directly from those that created them and work in them every
day. Furthermore, each training session was a building block for the next and
each session tied in nicely with the next. There was a little repetition but I
found this to be beneficial in reinforcing processes. This resulted in a
comprehensive understanding of the entire organization.
The new employee training accurately represents BCI’s
culture. Training is an ongoing process
and does not stop after your first week.
As part of the culture here at BCI, all employees write articles and
create book reports to present to the entire team. This is a great way to strengthen the team
and each person’s knowledge on a topic of their choice. By utilizing task forces to tackle specific
areas of the firm, BCI staff members are constantly collaborating and learning
from one another as solutions are brainstormed, filtered and implemented. This
helps each team member be active in parts of the firm that they would not
normally be involved in.
This entire process has helped me adapt to BCI’s unique
culture. Stretching myself outside of my
comfort zone has already helped me grow and better understand how to
contribute to the team. The training
aspect of BCI’s culture is extremely important for the entire staff, not just
new employees. As each individual of the team grows, the entire firm will