Accountability

Don’t Expect 100% Productivity from New Employees if You’re Only Giving Them 1% Training

Jason Quinnan
training

Jason Quinnan, Project Manager, POWERS

Imagine hiring a new employee, full of potential and ready to contribute. Now imagine throwing them into their role with minimal training, a vague outline of expectations, and little support. Then, a few weeks later, you find yourself frustrated, asking why they’re not meeting expectations.

The problem isn’t the employee. It’s the investment—or lack thereof—in their success.

You can’t expect 100% productivity from a new team member if you’ve only given them 1% training. Yet, this mismatch between expectations and preparation happens all too often in workplaces.

The Cost of Minimal Training

Underinvesting in training doesn’t just result in slower ramp-up times; it can create long-term consequences, such as:

  • Inconsistent Performance: Employees who lack proper onboarding or job-specific training struggle to meet expectations because they don’t know what “good” looks like.
  • Decreased Engagement: New employees quickly feel overwhelmed and unsupported when they are expected to figure things out on their own. This leads to disengagement and even turnover.
  • Lost Productivity: Without a strong foundation, employees waste time guessing how to do their jobs or making avoidable mistakes that require correction later.
  • Weakened Team Morale: Other team members may have to pick up the slack or provide on-the-fly training, leading to frustration and reduced collaboration.

“Train people well enough so they can leave. Treat them well enough so they don’t want to.”
— Richard Branson

Investing in Training: A Path to Success

Effective training is about more than just handing out a manual or sitting someone through a few PowerPoint slides. Here’s how to create a meaningful training experience:

1Start with Comprehensive Onboarding:

Beyond administrative tasks, onboarding should focus on giving employees a clear understanding of the company culture, goals, and how their role contributes to the bigger picture.

2Define Clear Expectations:

Ensure new hires know what success looks like. Provide detailed job descriptions, role-specific goals, and concrete examples of high performance.

3Offer Hands-On Learning:

Training is most effective when employees have opportunities to practice what they’re learning in real-world scenarios. Pair them with mentors, shadow experienced team members, and give them guided tasks.

4Break Down Learning into Phases:

Don’t expect employees to master everything in the first week. Break training into manageable stages and focus on building skills incrementally.

5Provide Feedback and Support:

Check in frequently with new employees. Offer constructive feedback and address any gaps in their knowledge or skills as they arise.

6Reinforce Training Continuously:

Learning doesn’t stop after the first few weeks. Build a culture of continuous development through regular coaching, skill-building sessions, and opportunities for growth.

Closing Though

Remember, a new hire’s productivity mirrors the quality of training they receive. If you expect 100% results, you need to invest 100% effort in their development. The most successful organizations know that great employees aren’t just hired—they’re built.