Employees in the US and UK that don’t fully understand job requirements cost employers roughly $37 billion a year, based on statistics from Training magazine. As you can imagine, this lack of job training can easily result in a dip in profits and growing customer dissatisfaction, not to mention increase in accidents. This includes anything from factory spills to transportation crashes requiring a houston motorcycle accident lawyer.

What Is On-the-Job Training?

In a business, on-the-job training is also called OJT. The process is used to teach employees critical skills and capabilities that will be required to perform daily tasks in a new work environment.

Beyond the standard skills needed to hire an employee in the first place, on-the-job training may cover how to use:

  • Workplace tools and equipment
  • Workplace machinery
  • Workplace documents

On-the-job training will also often review specific company policies and practices, including how to interact with customers and deal with customer issues. In some cases, on-the-job training may be performed at employee orientation when multiple staff members are hired at once. Other companies may require a new employee to “shadow” another employee to learn how they work on the job.

5 Teaching Tips for On-the-Job Training

Understanding how employees learn will make it easier to facilitate effective on-the-job training for each new hire.

Instead of using a cookie-cutter approach for all new staff members, consider these helpful tips to tailor a training program to an employee’s needs:

  1. Try new skills. New employees should be allowed to try out any new skills possible, involving tools, machinery, and equipment, in a safe setting.
  2. Learn by doing. Instead of offering verbal instruction, new employees will better learn by doing in areas of customer service, technical skills, and even management.
  3. Set an individual pace. Remember, every employee has his or her own learning style. Employees that work slowly and methodically shouldn’t be rushed, just as quick-thinking employees shouldn’t be held back in the learning process.
  4. Allow for personal discovery. New employees should be allowed to work out their own methodology, even if it doesn’t fit training guidelines step-by-step.
  5. Encourage problem-solving. Instead of being told exactly how to deal with a customer issue or problem on the job, a new employee should be allowed to provide their own potential solutions to solve a crisis.

If extensive information needs to be issued on-the-job, many new employees may benefit from learning in a personalized environment with preliminary online courses. After this information has been taught on a computer, a manager can use the tips listed above to provide hands-on training to all employees in their new work environment.