Benjamin Franklin, famous for his numerous inventions, said “Tell me and I’ll forget. Teach me and I’ll remember. Involve me and I learn.” The telling and teaching are so true in all aspects of life but more important is the involvement of the individual in the learning process.
Over the course of a career, on the job learning tends to be substantial. This is one reason that certain groups have developed institutional programs for on the job learning.
The most common introduction to a new job is the orientation. Goals and expectations are discussed; management fields questions. Usually a peer serves as a guide or “buddy” for the new employee. From the one-to-one interaction with the guide, the new person slowly learns the office culture; s/he is shown and pointed to resources that will help in her/his productivity.
Another way to do on the job learning is through developmental assignments. This occurs when managers agree to have staff from one department move to another for a certain time period. Some developmental assignments are for six months, others up to a year. This method allows staff to have hands-on experience on different operational aspects of the institution. Job rotation, coaching, and shadowing (involves working with another employee who can teach the new one) are other modes of on the job learning.
When one is a team member at The Help, on the job learning is an integral part of the job. Staff takes the initiative in sharing with new employees accessible resources. Continuous guidance is available whenever staff is in doubt or when clients aren’t clear in assignment delivery. Questions are welcomed because it’s the best way to communicate and be part of The Help’s overall vision towards an atmosphere of trust and dependability, from inside and outside the company.
As Benjamin Franklin said, “Involve me and I learn.” What better way to start a relationship in a new career?