1. BES-t Practices Training 5 Stages to Employee Development

2. 4 Step Training Method
Prepare – Have the trainee prepare for the job by discussing the objectives, review all training materials (video, brochures, manuals, job aids)
Present – Trainer will present the task while discussing the details and “why’s” of each step using the training material.
Practice – Trainee will demonstrate the task while the explaining each step back to the trainer.
Follow-up – Trainee will practice the task several times until they have mastered the skill. Trainer will continue to follow-up with the trainee until the training objectives have been met (results).

3. Stage 1 Excitement New Job Feeling of Success
Picked over everyone else
Willing to learn, thirsty, enthusiastic
Nervous but anxious to get started
Needs:
Explanation of what specifically is to be expected
Build confidence and reassurance based on relying on systems and not simply people. People fail you.
Need to know where to go for answers

4. Stage 2 Awkwardness Everyone has a purpose but you
Unfamiliar with terms and slang
Not aware of where to find things
Being in the way or slowing people down
Low self esteem, worried about what others think of you
Needs:
Specific Tasks, single focused
Someone to tell them the right way to go and not have to determine for themselves in a culture of uncertainty
To feel like they are contributing
A sense of belonging

5. Stage 3 Competent Know the basics, understand most of the processes
Getting confident and able to contribute to the team
Beginning to see their own potential and how they fit in
May feel like they are better than they really are
Needs
Still need intentional attention and training (planned)
Clear goals and expectations (needs to agree with original expectations learned during original training)
Challenge to exceed the status quo (needs a vision)

6. Stage 4 Self Reliant Can hold their own, beginning to be productive
Needs little supervision to complete duties
Can perform multiple duties with confidence
Beginning to believe they know more than they do
Needs:
Challenges (based on best practices, not personal pref)
Challenges to not become content and stagnant
Recognition, growth acknowledged
Goals to the next level
The need to be heard and opinions taken seriously

7. Stage 5 Expert Works unsupervised Can perform any duty in the store
Fill in for management
Has training responsibilities
Neads:
To be challenged to be the best they can be
To be challenged to see their own areas of need (blind spots)
Rewarded for contributions
Left alone to make their own decisions and solve their own problems, sometimes allowed to fail
Plan their own goals while supporting overall goals
To become “Results” oriented rather than just time or task oriented

8. The “unofficial” employment “contract”
The employer – I will employ you as long as you help our store meet their goals and make the rest of our jobs easier.
The employee – I will continue to work here as long as I know exactly what is expected of me, treated with respect and rewarded for my efforts.

9. With both parties fulfilling 50% of the obligation it stands to reason (given job market supply and demand) that approximately 50% of the time the employee leaves due to their own needs not being met and that approximately 50% of the time they leave due to the needs of the business not being met.
In other words, half the time it’s their fault and half the time it’s our fault.

10. Don’t be the reason an exceptional employee leaves the company due to:
You not knowing the Expectations
You not teaching the Expectations
You not following the Expectations
Don’t be the reason a mediocre employee stays in the company by:
Starting them off on the wrong foot never to get them to a contributing level
Not addressing where they have drifted from the standards only to see poor standards spread through the store
The shortsightedness of not wanting to have to train someone else