It is a well known fact that training a new team member to function and produce for the organization is a costly and time consuming endeavor. It’s stated at www.zanebenefits.com that “studies on the cost of employee training are all over the board. Some studies (such as SHMR) predict that every time a business replaces a salaried employee, it costs 6 to 9 months salary on average.” For a new professional making $100,000 a year, that’s $50,000 to $75,000 in recruiting and training expenses.
There is pressure on leadership and staff to make the new colleague comfortable, confident, proficient, and productive. And the new team member should have the same goals in mind as well.
The time then comes to evaluate the progress of the new associate. Is he ready? Do we need more time? What is the consensus? What feedback is your new cohort providing you? How does she feel? Does she portray confidence or apprehension?
Then the ultimate question? Can he be alone now? Is the nurse ready to being solely responsible for a patient? Can the new attorney handle his own client? Can the sales representative be cut loose to produce in his sales territory? Can the hospital pharmacist work the night shift all by one’s self?
Consistent evaluations is key to success. Two old idioms come to mind. If we rush the new hire are we in essence “throwing him to the wolves?” Is the new associate purposely dragging her feet, enjoying the pay without yet fully being productive—a way of “milking the clock?”
These are difficult decisions that require constant monitoring and feedback from everyone. Proper training, exceptional communication, and dedication by everyone will bring forth a topflight employee in the shortest time and the lowest cost.