{"id":18,"date":"2025-11-05T23:44:32","date_gmt":"2025-11-05T23:44:32","guid":{"rendered":"https:\/\/blogs.oregonstate.edu\/corymba\/?p=18"},"modified":"2025-11-05T23:44:32","modified_gmt":"2025-11-05T23:44:32","slug":"a-tale-of-two-trainings","status":"publish","type":"post","link":"https:\/\/blogs.oregonstate.edu\/corymba\/2025\/11\/05\/a-tale-of-two-trainings\/","title":{"rendered":"A Tale of Two Trainings"},"content":{"rendered":"\n
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Reflecting on two very different onboarding experiences in my career, one nearly nonexistent and the other highly structured, helped me recognize just how critical managerial experience and clear guidance are to an employee\u2019s success and engagement.<\/p>\n\n\n\n

In my previous position, onboarding was essentially nonexistent. I was given tasks with little to no instruction, and when I asked questions, I was met with frustration and annoyance due to the interruption. Eventually, my manager restricted me to asking questions at only one meeting during the day, yet my work couldn\u2019t continue without critical information. I was encouraged to take the initiative to troubleshoot my own problem-solving but then criticized when my solutions didn\u2019t align with the \u201conly correct\u201d answer. Ultimately, the problem stemmed from my manager\u2019s lack of experience in leadership combined with my lack of experience in the role. According to HBR\u2019s \u201cYour New Hires Won\u2019t Succeed Unless You Onboard Them Properly,\u201d the experience of managers plays a critical role in the adjustment of newly hired employees, noting that \u201csupervisors can promote or inhibit newcomer adjustment through their supportive or obstructive behaviors.\u201d<\/p>\n\n\n\n

By contrast, in my current position, I was trained by a manager with extensive experience who provided clear instruction and consistent support during my transition. She encouraged questions, ensured that I understood my responsibilities, and helped me develop confidence and job clarity early on. Because of that strong foundation, I became self-sufficient much more quickly.<\/p>\n\n\n\n

In my prior role, I was even expected to create standard operating procedures (SOPs) for tasks I didn\u2019t yet understand. In my current role, those standardized steps were developed by management to support training and consistency. According to First, Break All the Rules, \u201cGreat managers know that it is their responsibility to ensure that their employees know these steps and can execute them perfectly.\u201d That structured approach to training, combined with supportive leadership, made all the difference in how effective and beneficial the onboarding process was.<\/p>\n\n\n\n

With the high cost of turnover, investing in effective onboarding and training is an important consideration for every company. These two contrasting experiences taught me that strong onboarding practices ultimately benefit both employees and organizations by building competence, confidence, and long-term success.<\/p>\n\n\n\n

Ellis, A., Nifadkar, S., Bauer, T., and Erdogan, B. (2017). Your New Hires Won\u2019t Succeed Unless You Onboard Them Properly. Harvard Business Review Digital Articles\u00a0<\/p>\n\n\n\n

Buckingham, M. & Coffman, C. 2016. First, Break All the Rules: what the World’s Greatest Managers Do Differently. <\/p>\n","protected":false},"excerpt":{"rendered":"

Reflecting on two very different onboarding experiences in my career, one nearly nonexistent and the other highly structured, helped me recognize just how critical managerial experience and clear guidance are to an employee\u2019s success and engagement. In my previous position, onboarding was essentially nonexistent. I was given tasks with little to no instruction, and when […]<\/p>\n","protected":false},"author":14948,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-18","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/blogs.oregonstate.edu\/corymba\/wp-json\/wp\/v2\/posts\/18","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.oregonstate.edu\/corymba\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.oregonstate.edu\/corymba\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/corymba\/wp-json\/wp\/v2\/users\/14948"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/corymba\/wp-json\/wp\/v2\/comments?post=18"}],"version-history":[{"count":1,"href":"https:\/\/blogs.oregonstate.edu\/corymba\/wp-json\/wp\/v2\/posts\/18\/revisions"}],"predecessor-version":[{"id":20,"href":"https:\/\/blogs.oregonstate.edu\/corymba\/wp-json\/wp\/v2\/posts\/18\/revisions\/20"}],"wp:attachment":[{"href":"https:\/\/blogs.oregonstate.edu\/corymba\/wp-json\/wp\/v2\/media?parent=18"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/corymba\/wp-json\/wp\/v2\/categories?post=18"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/corymba\/wp-json\/wp\/v2\/tags?post=18"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}