Many times a supervisor emerges from a department where they were an exceptional member of the team. They’ve put in their time and know the inner workings of the department and have extensive knowledge of what needs to happen in order to keep things running along. While this is the ideal situation, it is by no means an excuse to avoid training that employee for their new supervisory role. Depending on the employee’s previous position and whether they were promoted to this role or hired in for it, the training program will vary a bit.
Training for Those Promoted From Within
As I mentioned earlier, this situation is ideal because the training is less about core job duties and more geared toward how to handle different situations this supervisor will now encounter. Such responsibilities to cover will be things like approving hours worked, handling employee vacations, scheduling employees, conducting performance reviews, and taking corrective action. If your new supervisor has never been in a leadership role before they may not know the best way to handle these different scenarios. Take the time to walk them through it, while also giving them the support they need to put their own spin on things. After all, you promoted them for a reason.
Training for Supervisors New to the Company
As with any new employee you will need to make sure this individual gets the proper job training in order to accomplish everyday tasks and then some. Just because they are in a supervisory role does not mean they will come into the company and immediately take charge. They, like everyone before them, will need to have a full understanding of the ins and outs of the job and the overall culture of the company. Going through the traditional onboarding and training process with your new supervisor while also doing the additional training referenced in the previous paragraph will set your new hire up for success.
What Happens When You Ignore Training
The worst thing you can do when hiring or promoting an employee is neglect their training. When you fail to train employees it leaves too much room for error and causes employees to under-perform or simply leave due to lack of communication. According to a study by BambooHR, 1 in 6 employees will leave their new company within the first three months of starting. Why are employees leaving so soon? The lack of communication in job responsibilities and insufficient training were cited as the top two reasons. Training can be a costly task, but turnover will cost you much more in the end.