Imagine, you’ve been searching for months for the “right” job opportunity. You finally find something that seems to fit your wants and needs. The company sounds amazing, it seems they take care of their employees, the hours are great, there’s a comprehensive benefits package, they will provide training and the list goes on. You get an interview, you progress through the hiring process, you are chosen! ….and then you start.

On your first day of the job you think, “They are just throwing me to the wolves!” Your manager appointed someone to train you, but there is no plan, there is no structure, there is little meaningful check-in and follow-up.

Is this a situation your new hires are experiencing? If you don’t have a clear and structured training program, that your hiring managers follow, then the answer is yes.

Putting a training/onboarding process in place doesn’t have to be complicated, but many companies see it as an expense rather than an investment. This is absolutely the wrong way to think about it, and there is research to prove it.

Proper onboarding and training programs can set companies up for:

Higher productivity and profit. “Companies that invest $1,500 in training per employee can see an average of 24% more profit than companies who invest less”. See article here.

Happier workforce. “35% of Millennials consider comprehensive training and development programs as the top benefit they would want from a company.” Read more here.

Lower turnover. “According to Canadian tourism and hospitality HR association Go2HR, around 40% of employees who do not receive adequate training end up leaving their post within a year.” The full article and stat can be seen here.

These onboarding and training programs should include:

  1. The basics of how to do their job – create job specific manuals for each role. Make sure to lay out each day, week, month, etc.
  2. Setting of expectations going forward – let workers know what their expectations are immediately, learn what their expectations are for their direct manager, figure out how each individual learns and receives feedback best, set performance goals with the associate.
  3. Regular check-ins with trainer/hiring manager. Hourly, daily, weekly. Figure out what works for the associate and for your program. The hiring manager should always know where their new hires are in their training process.
  4. Follow up, follow up, follow up, and follow up! How is the employee feeling about training? What do they need? It’s not enough to set them up and let them go. Checking back on progress and adjusting as necessary is just as important.
  5. Continued development and training. Training shouldn’t end with the onboarding process. Employees should receive continued education and development. According to Comptia, “58% of employees (62% of Millennials and GenX) say that professional development contributes to their job satisfaction” (CompTia).

As Simon Sinek once said, “Customers will never love a company until the employees love it first”. Keep that in mind if you ever start considering training and employee development an expense rather than an investment. When your people have a clear understanding of what they are doing, feel supported in their role, and appreciated with further development, they will do more for your company than you could have ever imagined.

Written By: Jamie Ozga, CPO at Tantam Health, Inc.

About Tantam Health

Tantam Health specializes in onsite clinics, worksite clinics and nearsite clinics. Their innovative programs, advanced reporting capabilities, and unique structure of their team allows them to deliver customized solutions that exceed their client’s expectations. The company takes a team-based approach to their worksite healthcare delivery model, adhering to patient-centered medical home (PCMH) guidelines set forth by the NCQA. Learn more at

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