"My company recently hired an entry-level colleague to our team, and I am annoyed that I am the one who has to train her. She graduated from college last May, and this is her first job. I understand that she is not expected to know anything, but our work is fast-paced, and it's frustrating to have to slow down for her to take the time to understand what's going on."
"Pick specific times of the day when you will coach this employee. Tell her that you want to structure your interaction to make both of you more efficient. Suggest that she gather her questions and thoughts, consider her options and present you with her needs and challenges at those points in the day. This may help her to develop some independence and troubleshoot for herself."
A mid-level employee is frustrated at having to train a recent college graduate whose inexperience slows down fast-paced work and increases the trainer's workload and stress. The trainer reports repeating explanations and redoing work, which may harm performance reviews and bonuses. Practical coaching structure is recommended: set specific daily times for coaching, ask the trainee to gather questions and present needs during those sessions, and encourage independent troubleshooting. The trainer is advised to consult a supervisor calmly for support and strategies to help the trainee learn more effectively without sounding frustrated. The approach balances team support with protection of the trainer's time.
Read at www.mercurynews.com
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