Training and Puzzles

What do training and puzzles have to do with one another?

Puzzles are a physical representation of a training program – connecting the pieces to understand the larger picture.

Imagine trying to solve a puzzle that doesn’t have a reference picture on the front of the box.

Huh, no picture on the box. That’s odd.

You were never one to shy away from a good challenge and decide to give a try.

Ehh, that’s alright. I bet I can get it all pieced together.

At first you’re able to connect the obvious pieces like the corners and edges, and even start a few clusters for the inside. Yet, the more you work on it, the more confused you become.

This piece is the same color as this one, but they don’t fit. Hm. Let’s try this one, and this one. Still doesn’t fit. What the hell?!

There are lots of pieces with similar colors, yet none of them seem to fit. You’re determined to keep going.

I just have to slow down and focus. Once I get enough connected, I should be able to really get going.

A few weeks later, and you’re still stuck on the same cluster of pieces as you were before. No longer enthused with this challenge, you’re annoyed and enraged.

Who the hell makes a puzzle without the picture on the front? This is bull crap.

The puzzle gets thrown aside – all the pieces are dismantled and it all gets tossed back into the box. You return it and purchase a new puzzle – complete with the picture on the front of the box.

So simple yet so difficult – especially when there is no picture, or in other words – not having an established training program, to reference.

Similarities between training and puzzles:

Everyone in an organization is their own piece of the puzzle. Together, they form the bigger picture.

This is why it’s important to explain the overall essence, or goal, of the company as a whole, as well as how each individual/department plays their part in achieving that goal.

By explaining all of this information to the new employee, they’ll begin to realize how their piece connects with the rest of the puzzle. Because they’re able to understand their role better, they’ll achieve better results.

As you train –

Make sure your trainer is teaching the proper procedures. Once shortcuts are learned, they are hard to get rid of. Take the time to do it right the first time, and you’ll save money and time in the long run.

If your training program is set up in a way that relies heavily on a certain “flow” or order, this too must be taught during the training process.

Not only do you need to train how to do the job, but you also need to train how be efficient.

Piece together the bigger picture.

Effective training programs are more impactful when they are broken into phases. Phase one is the orientation process – completing the onboarding paperwork, reading the manual, taking quizzes, etc. Phase two is an introduction to the job that your new employee will be completing.

Begin with a tour of the entire workplace. As you walk along the areas, briefly summarize what each department does and how it connects to the bigger picture.

Do not assume your new employee knows or understands anything and over explain. When you assume others understand what you’re saying, it leaves gaps for mistakes and misinterpretations.

Are you sick and tired of being sick and tired? Turnover and training STILL kicking your ass? Don’t wait any longer – contact us to get started on your customized training program.