1. Help employees learn their jobs outside of their jobs.
In order to expand my experience, I have the ability to deal with all kinds of emergencies, avoid boring and repetitive work and improve efficiency.
Please provide employees with many brochures, and don't expect them to write everything down. Unless they can take shorthand, they can't keep up. It will help your employees if you ask them to write down these most important questions. You may remember an employee exam before and try to remember their information. If you used to get this information through your eyes instead of your ears, now you are likely to get the original records again. What you recall should be a visual image, not a sound.
3. Training should be regarded as an accelerated experience.
It enables your employees to learn from other people's successes and mistakes, and avoid the cost and hard work of learning in a difficult way. Beginners have to go through the following four stages:
1) Unconsciously unskilled-can't do something, or even realize your ignorance.
2) Consciously lacking experience-I'm beginning to know.
3) Self-awareness and proficiency-learn to do something, but you must pay special attention to every stage of the work process. 4) Unconscious proficiency-being able to finish the work effortlessly.
When your career moves forward, new products, new systems, new policies and new markets all need training.
Training is endless. Without training, we can't move forward, and with the acceleration of the company's development, the demand for training will increase.
Check everyone's work performance from top to bottom, strengthen their strength through training, overcome their weaknesses and give play to their potential. Let employees realize that training is an exciting opportunity, not an unpleasant or corrective punishment.
New employees will feel lonely, nervous and uneasy because they can't make much contribution at first. Make an appropriate training plan and introduce them to the company, your department and their specific work. The first day of the new employee's arrival. Get ready for work before they leave. Welcome them personally and introduce old colleagues and related personnel.
6. Remember to train people who change jobs in the company.
You don't need to introduce them to the company, but you must introduce the department and specific work they are going to. People who come from another company to do similar work in your company also need to be trained according to your working style, and they may encounter difficulties if they don't study. Many companies have a policy that they would rather train their own employees than recruit from competitors. Pay attention to what the new employees say: the word "we" refers to your company, not the previous company they left not long ago. This is an important milestone, which means that they have regarded themselves as your employees.
7. Assign an experienced employee as a liaison lecturer.
New employees can ask him for help. The ideal candidate is similar to the newcomer in age and interest, and gets along well, which makes employees feel that he is not his training teacher, but more like their good friend. If you let experienced people teach new employees and let them receive training first, they will not spread bad habits. For many years, Fiette Talent Training Company has been training experienced beauticians, then asking them to train others, and then they will be promoted to store managers. This systematic training has made an important contribution to the high-quality reputation of the beauty industry. 8. Skills and knowledge can be taught, but people's attitudes can only be learned through the power of example.
People's attitudes are infectious. Only when you set an example can your employees be enthusiastic, loyal, useful, punctual and conscientious.
9. Let employees receive free training.
Because if they are nervous, they can't study hard. If they don't understand, encourage them to ask questions boldly and don't make them feel guilty or stupid when asking questions.
10 to evaluate the effectiveness of the training.
Whether you have achieved your goal; If not, what are the reasons? Emphasize that the value gained from your training expenses is compared with other expenses. Before you start training, you should carefully introduce the situation to people, both inside and outside. Everyone should agree to the set goals and make an action plan during the training. After the training, listen to their reports and check their learning progress against the plan. 1 1. Develop every employee of your subordinates in a planned way to make them positive.
If you don't do this, the most promising employees will leave. If you have enough time to choose the person with higher training level that you think is suitable, for example, you want a person with three-year training level, but now there is a suitable person with less than three years' experience, are you going to give him up and find another one, or train yourself?
12, encouraging people with lofty ideals
Some people take the initiative to study, study and improve their professional level. If you think a course is important, you should at least give it financial support.
If your company doesn't have a training and development center, you should establish one, which will soon become a valuable asset for those who care about their careers. (Of course, small companies can ignore it, but be prepared to think and act. )
13, implement job rotation, and accelerate the spread of experience of those talented people.
The person appointed to the top position needs to have as much experience as possible in as many departments as possible in the enterprise. Japanese companies train versatile managers, not experts. We should learn from them. In Japan, the promotion age for those who are promoted to the most important manager position is 33, while in the west it is 27. People must work in various positions for a long time in order to prove their ability and see the effect of their own decisions. This will take at least 12 to 18 months. In a single-tier organization, most job changes (such as beauty salons) are horizontal, so we should consider ways to increase people's knowledge, breadth and responsibility.
14. Invite customers to express their opinions on your service level and ask them to propose possible ways to improve the service. Train all employees who come into contact with customers, whether face to face or by phone or letter, and ask them to have good business and service exchanges with customers. Even if some knowledge is not important to them, it can make them feel that they are paying attention to the development of the enterprise.
A. Who are the technicians with professional titles?
How about the introduction of training institutions?