5個簡單小訣竅，培訓新員工不再愁！
The good news is that you've just hired a terrific person for that open position. The bad news is that, unless you set up that new employee for success, he or she may not realize his/her potential.
好消息，你終於聘請到一個厲害的員工填補職位空缺了。但壞消息是，除非你逐步培養那名新員工走向成功，不然他/她不一定能夠意識到自己的潛能。
To get the most out of your new hire, you need to develop an effective orientation process. Although orientation shouldn't just be a one-day meeting, it usually begins with a kick-off session.
爲了發掘你的新員工的最大潛力，你必須制定一套有效的新員工培訓方法。儘管新人培訓並非參加一次會議就能完成，但它常常是一觸即發的一步。
Unfortunately, in many companies, that session has been around so long that it's become dusty and moldy.
很遺憾，在許多公司機構裏，那個“一觸即發”的步驟佔用的時間非常多，逐漸淪爲封塵發黴的計劃了。
That's why every year you should take a close look at your orientation session and look for ways to refresh the experience. Here are 5 ways to ban boring meetings and breathe new energy into orientation programs:
所以你每年不得不重新審視一番你的新人培訓計劃，尋找別的方法更新經驗。下面爲您介紹5個爲會議注入新能量的技巧，讓沉悶的會議不再出現。
1. Set focused objectives. 1. 設定重點目標
Is the emphasis on company knowledge? Engaging new employees in the culture (which can be defined as how we work together)? Understanding how their job fits in to the strategy? Decide on a few focus areas, and handle other activities a different way.
會議的重心是否放在了公司的知識管理上？是否幫助新員工融入公司的文化氛圍（即共同合作）？是否瞭解他們的職責與公司策略的適應性？你得確定幾個需要重點關注的方面，然後用不同的方式處理別的任務。
2. Don't treat the orientation program as a catchall for everything a new employee needs to know or do. 2. 不要把新生培訓當作新員工全盤接收的容器。
The new employee has to fill out forms, for example, but that's an activity that can be handled another time--even before the first day of work.
比如，新員工必須填寫表格，但這是一個可以找其他時間完成的任務，甚至可以在到崗前就能完成的事情。
3. Give new employees a chance to interact with each other. 3. 爲新員工創造與其他人互動的機會。
If you want to bust silos and give people a chance to get to know one another, you might schedule a couple of orientation programs a year and bring together employees from different geographies. If it's more important to get employees up to speed quickly, you may hold more frequent orientation programs in different locations. In either case, make sure you include "getting to know you" time in your agenda.
如果你想要打破沉默，給員工們一個互相瞭解的機會，那麼你就需要在一年裏安排幾次新人培訓活動，然後召集不同崗位的員工一起參與。如果你認爲鼓舞員工們迅速投入到工作當中更重要，那麼你就需要在不同的地點安排多次的新員工培訓會議。不管是何種情況，請記住在日程當中添加“互相認識”的一個環節。
4. Think about the advantages/disadvantages of "going virtual." 4. 考慮使用“虛擬化”的利或弊。
After all, with today's online learning and web/videoconferencing meetings, you don't have to have a physical orientation program. So you may choose to make all or part of your orientation program a virtual experience.
畢竟，如今已經普遍使用在線學習和網絡/視頻會議了，你也不必安排親身體驗的新員工培訓。所以你可以把整個或部分新員工培訓環節設定爲一次虛擬的體驗。
5. Bust open the traditional boring agenda. 5. 打破傳統，拋棄死板的流程。
If new employees have to sit still in their seats all day, listening to people lecture and watching PowerPoint, they're not going to be jazzed up about your organization. You've made a big investment in hiring these new employees and bringing them together. An orientation session shouldn't be a passive activity; it should be a motivating, participative experience.
如果新員工們被要求整天一動不動地坐着聽講座看幻燈片，他們可不會對你的公司有任何歡呼雀躍的期待。你已經在招聘和召集他們這兩個環節中投入許多資源了，所以新員工培訓的過程就不應該採取被動的形式，而應當是一次激動人心，有參與感的體驗。
聲明：本雙語文章的中文翻譯系滬江英語原創內容，轉載請註明出處。中文翻譯僅代表譯者個人觀點，僅供參考。如有不妥之處，歡迎指正。
