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Employee transition
Training & Organizational Development
Employee transition
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
I am needing suggestions (possibly readings). I have a ew employee starting shortly. The employee she is replacing has resigned but will be with us for several more weeks in our very crowded offices.
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Forums » Topic Forums » Training & Organizational Development » Employee transition
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Employee transition
posted at 7/24/2001 6:31 AM EDT
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Posts: 9
First: 7/21/1999 Last: 8/28/2001 |
First of all, I would consider talking to the "old" employee about EAP benefits and/or spend some time counseling her (why is she depressed?). I would also make sure that the job be re-evaluated to identify whether or not it can be performed differently, thus reducing the "stress" level and the "burn and churn" aspect of filling the job. Next, I would have the department supevisor establish a training schedule with the departing employee, establishing bjective goals for each day of the transition period (if she has goals to meet, it limits the amount of "gossip" time and helps both her and the newbie stay focused). Limit the duration of the transition period, even if it means paying the departing employee to leave early (you'll also be on the hook for UI benefits in this case, though). Finally, assign a "mentor" for the new employee and schedule time daily during the "transition" period for one-on-one time (plant tours, introductions, breaks/lunch, etc.). Also have the mentor "pop-in" to observe, job-shadow, etc. while the newbie is receiving training from the "old" employee. The department supervisor should be as actively involved as possible too.
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Employee transition
posted at 7/24/2001 6:55 AM EDT
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Posts: 3
First: 11/24/1999 Last: 7/24/2001 |
I was put in a similar situation when I hired on with my new company. The person leaving was very negative and actually made it harder for me to learn. I ended up basically "revamping" the entire department after her departure anyway (which is why the co hired me) and the time spent with her training me was unused time. I think it would be best for your new person to just start in the job head first without training from the negative "oldie". Maybe this person can find new and better ways to complete the job, while your current staff members are already aware of the day to day knowledge needed for the job. |
Forums » Topic Forums » Training & Organizational Development » Employee transition
