How do you guide a new hire up the learning curve at your practice? To find the best candidate for a role, recruiting occupies a significant amount of time and effort. Organizations are eager for the new hire to make an immediate impact, but training and onboarding delay this timeline.
It is critical to recognize that your office has unique processes for each workflow. These nuances derive from differences in technology, EHR/PM, and “your way” of delivering care to patients. Work experience alone is insufficient to prepare a new hire for success. Candidates must receive proper training for their role. As a leader within your organization, structure training to minimize the time spent on transferring the prerequisite knowledge. In theory, this sounds great, but how do you accomplish this in practice?
For each role within your practice, outline the assigned responsibilities. Determine a step-by-step process for every item on your list. We recommend scheduling a meeting with each role’s “star” employee for this exercise.
During your discussion, identify the correct medium to communicate learning objectives. The adult learner benefits from varying mediums and breaking down steps of a more extensive process into manageable chunks. It is unrealistic for new hires to receive a full written manual and expect to retain this information after reading it.
Instead, design the training into bitesize pieces. Curate checklists, record videos, develop diagrams, create forms, and document each process.
Producing training videos adds tremendous value to your training playbook. Don’t overthink the production of a training video. The videos do not need to be perfect. Employees will find them more authentic when they are not. Use videos to communicate the training manager’s explanation for the new hire.
Rather than scripting out each video, use HBO’s Curb Your Enthusiasm’s improv style to record the videos. Curb Your Enthusiasm does not use a script. Instead, the actors improvise their dialogue based on a bare outline.
To reduce onboarding time, assign content for the new hire to complete before their first day in the office. Developing a training manual does not eliminate the need for one-on-one training with a new hire. However, a new hire’s one-on-one time is more productive, as they arrive at the training session with a higher foundational knowledge of their responsibilities.
We recommend developing your training playbook within Trainual. Trainual offers an elegant interface to document your processes in a centralized platform. As you add and update training content, Trainual makes it easy to notify your employees to review the updates. You can also boost accountability with tests that serve as a knowledge checkpoint. Additionally, the platform provides employees with easy access to their resources. If an employee needs to review the process for a specific workflow, he or she can lean on the protocol detailed in the platform.
Do you need help developing a training playbook for your practice? Schedule a call with our experts today: