{"id":15008,"date":"2020-09-30T17:17:03","date_gmt":"2020-09-30T21:17:03","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=15008"},"modified":"2020-10-01T17:44:33","modified_gmt":"2020-10-01T21:44:33","slug":"how-to-train-employees","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/how-to-train-employees\/","title":{"rendered":"How to Train Employees: The Best Systems for Success"},"content":{"rendered":"\n<p>Do you want to know how to train employees effectively? How does <a href=\"https:\/\/www.shortform.com\/blog\/new-employee-training\/\">training employees<\/a> well lead to better long term results?<\/p>\n\n\n\n<p>Learning how to train employees effectively is an important part of being a manager. Even if you hire the best people, they won&#8217;t be effective without being properly trained on how to do the job.  <\/p>\n\n\n\n<p>Keep reading to find out how to train employees, and why it matters for your company. <\/p>\n\n\n\n<!--more-->\n\n\n\n<h2 class=\"wp-block-heading\"><strong>How to Train Employees, Evaluate, and Sort <\/strong><\/h2>\n\n\n\n<p>Managing people is a simple series of steps:<\/p>\n\n\n\n<ol class=\"wp-block-list\"><li>Define the goal.<\/li><li>Give the goal to people who can achieve it. Preferably, you don\u2019t need to tell them what to do to achieve it (this is micromanaging).<\/li><li>Hold the responsible people accountable for reaching the goal.<\/li><li>If they fail, train them and give them time.<\/li><li>If they can\u2019t do the job after this, switch them to a different job that matches their strengths, or get rid of them.<\/li><\/ol>\n\n\n\n<p>The ultimate responsible party is the person who bears the consequences of failure. If you\u2019re the business owner, that is you. For example, it\u2019s your responsibility to pick the right doctor, since you bear the responsibility if she does a bad job, not the doctor\u2019s.<\/p>\n\n\n\n<p>Here are Dalio\u2019s principles on how to train staff, evaluate how people are doing, and how to decide what to do with people based on how they\u2019re doing. Learning how to train employees effectively is an essential part of the management process. <\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Training<\/strong><\/h4>\n\n\n\n<p>Generally, it takes 6-12 months to get to know an employee\u2019s strengths and weaknesses and their preferences for work. It shouldn\u2019t take longer than this to know whether someone is a good fit for their job. If you know <a href=\"https:\/\/www.shortform.com\/blog\/how-to-hire-employees-2\/\">how to train new employees<\/a>, this can be a fairly smooth process. <\/p>\n\n\n\n<p>This should be an iterative process. As you learn more about the trainee, she should get new assignments tailored to her strengths and weaknesses and her preferences.<\/p>\n\n\n\n<p>When evaluating the trainee, it\u2019s best to have at least two believable trainers triangulate their view on the trainee. This is one method for how to train staff. <\/p>\n\n\n\n<p>Resist micromanaging the trainee, or any employee in general. Don\u2019t tell people what they should do\u2014if you feel this is needed, it probably means the person being micromanaged lacks ability. Train and test them, then explore how they make decisions.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Delivering Feedback<\/strong><\/h4>\n\n\n\n<p>Feedback is a constant process, done throughout training and beyond. It\u2019s a key part of radical honesty, but feedback can often be painful. Part of knowing how to <a href=\"https:\/\/www.shortform.com\/blog\/how-to-train-new-employees\/\">train new employees<\/a> is giving feedback and preparing them for feedback. <\/p>\n\n\n\n<p>Start from specific data points, look for patterns, then build up to a larger picture.<\/p>\n\n\n\n<p>When giving feedback, <strong>ask people to focus on whether the feedback is true<\/strong>, rather than the implications of that feedback (such as whether they\u2019ll be demoted). Ask, \u201cdoes this feedback sound accurate to you?\u201d Use this to learn about them and discover root causes together.<\/p>\n\n\n\n<p><strong>Reflect what is succeeding and not <em>in proportion<\/em> to the actual situation<\/strong> when giving feedback, and learning how to train new employees. <\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>If things are going poorly, don\u2019t feel obligated to balance compliments and criticisms for the sake of complimenting.&nbsp;<ul><li>Dalio\u2019s tendency is to avoid celebrating how great they are and instead to focus on where they need to improve, since that\u2019s how Bridgewater got to be great.<\/li><li>Compliments are nice to receive, but they don\u2019t help people stretch and grow.<\/li><\/ul><\/li><li>If communicating a weakness or mistake, put it into context of the person\u2019s total evaluation.<strong> <\/strong>A glancing comment from a superior could make someone afraid of being fired.<ul><li>At Bridgewater, Dalio saw a high-performing trainee talk for a long time about non-work topics, and he gave stern feedback to <a href=\"https:\/\/www.shortform.com\/blog\/task-shifting\/\">stay on task<\/a>. Later Dalio found the trainee thought he was going to be fired.<\/li><\/ul><\/li><\/ul>\n\n\n\n<p>Feedback can hurt. Remind the person <a href=\"https:\/\/www.shortform.com\/blog\/receiving-feedback\/\">receiving feedback<\/a> that <strong>accuracy and kindness are the same thing. <\/strong>Feedback is a gift that gives the recipient the power to be successful.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>A management relationship should feel like skiing together\u2014you do things by trial and error, and you have good back-and-forths. Ideally your reports don\u2019t feel like you\u2019re their enemy, and rather that you\u2019re trying to help them.<\/li><li>Remind them about how pain is a signal for reflection and finding the truth, and that the truth is more important for meeting their goals than satisfying their ego.<\/li><li>Let them see their failures so clearly they are motivated to change them.<\/li><\/ul>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Evaluation<\/strong><\/h4>\n\n\n\n<p>Make a clear \u201ccontract\u201d on what the expectation of work is. Without this, you can\u2019t hold people accountable for it not being fulfilled.&nbsp;Knowing how to train employees on how they will be evaluated will help you all in the long run. <\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Review goals, tasks, and responsibilities at least once a quarter.&nbsp;<\/li><li>Meet more frequently to get in sync\u2014perhaps at a ratio of 1:10 to 1:20 for the time spent with the person over the time the person spends working.<\/li><li>If someone performs poorly, make sure it\u2019s not because the expectations weren\u2019t clear to them.<\/li><\/ul>\n\n\n\n<p>Make your metrics clear-cut and impartial.<strong> Define the most critical metrics, and have discipline in checking them regularly.<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Even better, tie the metrics formulaically to predetermined consequences (like bonuses).<\/li><\/ul>\n\n\n\n<p>Take data points over time to notice patterns in people. Built from the specific data\u2014their metrics, performance, input from others\u2014up to an overall impression.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Bridgewater uses the <a href=\"https:\/\/www.shortform.com\/blog\/dot-collector-ray-dalio\/\">Dot Collector<\/a> to compile thousands of data points about people over time.<\/li><\/ul>\n\n\n\n<p><a href=\"https:\/\/www.shortform.com\/blog\/how-to-evaluate-interview-candidates\/\">Evaluate employees<\/a> with the same rigor as you do job candidates. Don\u2019t be easy on people just because they\u2019re not outsiders.<\/p>\n\n\n\n<p>Hold people to the same standards, and provide feedback consistent with the standards.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Don\u2019t hold the stronger performer to a higher standard.<\/li><li>Don\u2019t spread the blame. The person who is most in the wrong needs to get the strongest feedback. Otherwise, they might believe they didn\u2019t cause the problem.<\/li><\/ul>\n\n\n\n<p>Assign credit precisely. Specific people are responsible for specific results.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Everyone thinks what they\u2019re doing is more important than it really is. People tend to overestimate their own contributions. If you survey people on what their % contribution to the organization is, you\u2019ll end up with well over 100% in total (Bridgewater\u2019s was 300%).<\/li><\/ul>\n\n\n\n<p>Dalio likes \u201cforced rankings,\u201d in which people rank their co-workers from best to worst. This prevents an assessment of everyone as above average, and it helps identify <a href=\"https:\/\/www.shortform.com\/blog\/low-performers\/\">low performers<\/a>.<\/p>\n\n\n\n<p><strong>Don\u2019t be overconfident about your assessments.<\/strong> Use other people to develop your assessment.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Triangulate your impressions of people with other believable people.<\/li><li>Get in sync with the person you\u2019re giving feedback to. Do they agree with your feedback?<\/li><\/ul>\n\n\n\n<p>Judge people based on both their reasoning and their outcomes. Often, the outcomes are out of their control, and <strong>if the person had sound reasoning, they should not be punished for a poor outcome<\/strong>.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>To use a golf analogy, \u201cPay more attention to the swing than the shot.\u201d<\/li><\/ul>\n\n\n\n<p>Periodic performance reviews should contain few surprises\u2014feedback should have been delivered continuously so that people know where they stand.<\/p>\n\n\n\n<p>Check behavior, and deter bad behavior. More people than you think will cheat if given the opportunity.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Choose people to audit or investigate. Explain that you\u2019re doing this and why to the people under audit, so there are no surprises.&nbsp;<ul><li>They shouldn\u2019t take this personally as a lack of trust, just as bank tellers shouldn\u2019t complain when banks count the money in drawers.<\/li><\/ul><\/li><li>Auditors\u2019 procedures should not be known to those being audited.<\/li><li>Find ways to audit the auditors to avoid simple rubber stamping.<\/li><li>If you find a rule violation, use \u201cpublic hangings\u201d to deter future bad behavior.<\/li><\/ul>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Decision Points<\/strong><\/h4>\n\n\n\n<p>Based on people\u2019s performance, you will need to figure out what to do with them.<\/p>\n\n\n\n<h5 class=\"wp-block-heading\">For People Who Aren\u2019t Working<\/h5>\n\n\n\n<p>Some people are just not suited for the jobs they were hired for. Keeping them in those jobs is toxic to the entire system. It compromises the meritocracy and lowers morale. It also holds back the person\u2019s personal evolution, because it prevents them from discovering another way they can contribute, in your organization or another.<\/p>\n\n\n\n<p><strong>Diagnose the failure to get at the root cause.<\/strong> It can be due to design problems in the machine (such as giving someone too many responsibilities), lack of ability, or lack of training.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Don\u2019t confuse lack of skills for lack of abilities. Remember the abilities are fundamental ways of thinking and behaving, while skills are learned tools. If someone lacks ability, they\u2019re unlikely to gain that ability, and you will waste time trying to train them.<\/li><li>Don\u2019t count on people to save themselves or design their own best solution.<\/li><\/ul>\n\n\n\n<p><strong>If the problem is a lack of values or abilities, don\u2019t rehabilitate them. <\/strong>Rehabilitation involves changing people\u2019s values or abilities. Again, these don\u2019t change much. It\u2019s best to assume their values and abilities are what they are, unless there is good evidence to the contrary.<\/p>\n\n\n\n<p>Figure out whether the person is a better fit for another job in the organization. But be careful\u2014understand why they failed, and why this won\u2019t happen again in the new job. This is difficult, but is an important part of knowing how to train staff. <\/p>\n\n\n\n<p>Add guard-rails to a person when needed. Guardrails are structures that help people stay on course; a good guardrail can be a team member whose strengths compensate for the person\u2019s weaknesses. But caution against using guardrails to help failing people reach the bar; it may be better to focus on making good people better.<\/p>\n\n\n\n<p>If the person is failing in a role they were promoted to, beware of letting people step back into their previous role.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>This prevents people who can advance from taking the role, and people who can advance are better than those who can\u2019t.<\/li><li>Emotionally, the person may resent being demoted to a job they probably can\u2019t advance beyond. It may be better for them to start anew elsewhere.<\/li><\/ul>\n\n\n\n<p>It\u2019s hard to fire people you like and care about, but it\u2019s necessary for the good of the organization that you do this, and learn how to train employees better the next time around. <\/p>\n\n\n\n<h5 class=\"wp-block-heading\">For Great People<\/h5>\n\n\n\n<p>Great people with great values and capabilities are rare. <strong>Think about how to keep great people.<\/strong> Encourage them to speak up about how things are going.<\/p>\n\n\n\n<p>Learning how to train employees is an important part of being a manager. Make sure you develop these key skills. <\/p>\n","protected":false},"excerpt":{"rendered":"<p>Do you want to know how to train employees effectively? How does training employees well lead to better long term results? Learning how to train employees effectively is an important part of being a manager. Even if you hire the best people, they won&#8217;t be effective without being properly trained on how to do the job. Keep reading to find out how to train employees, and why it matters for your company.<\/p>\n","protected":false},"author":5,"featured_media":15876,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[34,14,30],"tags":[129],"class_list":["post-15008","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-communication","category-management","category-work","tag-principles-life-and-work","","tg-column-two"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v24.3 (Yoast SEO v24.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to Train Employees: The Best Systems for Success - Shortform Books<\/title>\n<meta name=\"description\" content=\"Do you want to learn how to train employees? Training employees effectively leads to company growth and employee happiness. Here&#039;s why.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.shortform.com\/blog\/how-to-train-employees\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Train Employees: The Best Systems for Success\" \/>\n<meta property=\"og:description\" content=\"Do you want to learn how to train employees? Training employees effectively leads to company growth and employee happiness. Here&#039;s why.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.shortform.com\/blog\/how-to-train-employees\/\" \/>\n<meta property=\"og:site_name\" content=\"Shortform Books\" \/>\n<meta property=\"article:published_time\" content=\"2020-09-30T21:17:03+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2020-10-01T21:44:33+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/s3.amazonaws.com\/wordpress.shortform.com\/blog\/wp-content\/uploads\/2020\/10\/how-to-train-employee-principles-scaled.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"2560\" \/>\n\t<meta property=\"og:image:height\" content=\"1707\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Carrie Cabral\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Carrie Cabral\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"9 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.shortform.com\/blog\/how-to-train-employees\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/how-to-train-employees\/\"},\"author\":{\"name\":\"Carrie Cabral\",\"@id\":\"https:\/\/www.shortform.com\/blog\/#\/schema\/person\/2ababb7c63a94ff5d2190f71dc417d56\"},\"headline\":\"How to Train Employees: The Best Systems for Success\",\"datePublished\":\"2020-09-30T21:17:03+00:00\",\"dateModified\":\"2020-10-01T21:44:33+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/how-to-train-employees\/\"},\"wordCount\":1793,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/#organization\"},\"image\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/how-to-train-employees\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2020\/10\/how-to-train-employee-principles-scaled.jpg\",\"keywords\":[\"Principles: Life and Work\"],\"articleSection\":[\"Communication\",\"Management\",\"Work\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/www.shortform.com\/blog\/how-to-train-employees\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.shortform.com\/blog\/how-to-train-employees\/\",\"url\":\"https:\/\/www.shortform.com\/blog\/how-to-train-employees\/\",\"name\":\"How to Train Employees: The Best Systems for Success - Shortform Books\",\"isPartOf\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/how-to-train-employees\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/www.shortform.com\/blog\/how-to-train-employees\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.shortform.com\/blog\/wp-content\/uploads\/2020\/10\/how-to-train-employee-principles-scaled.jpg\",\"datePublished\":\"2020-09-30T21:17:03+00:00\",\"dateModified\":\"2020-10-01T21:44:33+00:00\",\"description\":\"Do you want to learn how to train employees? 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