Why training your employees lowers turnover

When it comes to succeeding as a company, XanGo knows what it means to hit the ground running. There is not a moment to spare — as soon as a new employee walks through the door, the clock starts ticking.

“Once new employees are here, we want to make sure they understand what is expected of them, and also what they can expect from the company,” says Brett Beal, senior manager of training and organizational development.

Employee training at XanGo is not a one-time event. It is done continually throughout the employees’ career to ensure they understand how they contribute to the organization’s vision and success.

“XanGo founders have made a commitment to create a culture where people feel valued and self-empowered to contribute to the company’s success,” Beal says. “One of our founders, Aaron Garrity, often refers to XanGo as a ‘Monday morning company,’ where people wake up Monday morning and are excited about what their workday might bring.”

How do you avoid being a “Friday afternoon company”? Start off on the right foot with the right training. Here are the three Cs to give you your train to fame.

COMPANY
According to Sharron Ngatikaura of Employer Solutions Group in Provo, “Take the time to hire the ‘right people.’ When you make appropriate recruiting and hiring decisions, everything else is much easier.”

“Sometimes companies fire employees for poor work performance, when in fact the real issue is lack of training or lack of communication on what the employee’s job responsibilities and priorities are or should be,” says Erica Baxter, of Employer Solutions Group.

Train employees on the company’s history, projected future path and culture. Make sure they understand their job description and the employer’s expectations.

“Handbooks are a necessity,” Ngatikaura says. “Not only does a properly-worded handbook protect employers, it’s the perfect tool to communicate a company’s mission, vision and expectations.”
However, you don’t want a handbook that tells the employee exactly how to do their job.

“By trying to create this cookie cutter image, you lose great ideas and great employees,” says Bret Brockbank, president of Intermountain Staffing, which has Utah County offices in Provo and Pleasant Grove.

CONSISTENCY
“Develop a formal training program that includes documented training outlines, slides of information that need to be covered, a checklist of key steps/features that an employee needs to be trained on, etc.,” Baxter says.

The training program should meet the capabilities of both trainer and trainee.

“New employees who receive appropriate training will acclimate quickly and feel more confident in their abilities,” Ngatikaura says.

Make sure that each week you are meeting certain objectives. If the trainee is having a difficult time understanding something, take a step back and help them.

“Audit the training from time to time — have someone beside the trainer meet with a recently trained employee to gauge whether or not the important functions were covered in the training,” Baxter says.

COMMUNICATION
“When you’re a manager, sometimes it’s hard to hear the words ‘open communication,’” Brockbank says. “But by showing an interest in them and their development, you keep employees three to five times longer.”

Ask trainees for feedback regarding the training processes and use provided information to develop a more effective program. You can never have enough communication. It’s important to have individual meetings as well as group meetings. Some people are more apt to speak up when they have the support of their peers, while others do better one-on-one.

According to Ngatikaura, “A culture of open-door communication lets new employees know that questions and even mistakes are expected and are part of the learning process.”

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