Orientation

• Host an employee orientation. When new employees start with your company, your Human Resources department introduces them to company policy. During this same session, give your employees an introduction to your building by giving them a tour and introducing them to existing teams. Hosting a lunch between new and existing employees is a great way to begin a training program and allow existing employees to welcome and embrace new staff members. Building working relationships early helps retain your employees long term.
  
  

Business Ethics

• During training emphasize the company ethics and what is and is not proper policy. Introduce your mission statement and the company goals, and give examples of how employees can implement these ideas in their daily work. Make sure new employees have an accurate vision of the company's goals early in their career.
  
  

Mentoring

• To increase the learning curve, assign existing employees as mentors to the new employees. Have the new employee shadow the existing employee to get an accurate picture of what is expected in the daily job performance. As the training progresses, the existing employee lets the new employee do the job, while guiding him through the job to gain confidence. The teamwork that is built between the employees increases productivity for each employee long term, while the new employee learns how to do his job correctly from the start. By gaining confidence, the employee feels comfortable doing the job on his own, without assistance.
  
  

Hands-On Training

• After the new employee has been watched by an existing employee, give her the freedom to do the job on her own. If she has trouble or needs assistance, have an employee available for questions. Step-by-step the employee gains confidence in her ability, and soon, she no longer needs much or any assistance.
  
  

Measure Their Success

• By investing the valuable time of existing team members, try to find measurable items that can dictate the success of your training program. Consider having evaluations of employee progress. A series of small quizzes or tests can be used to make sure that the training program is working and the employees are progressing at a faster rate when they are involved in this program. The most important measurable factor is retention. Your training program needs to have measured success that causes employee retention.