The Key To Getting New Employees Ready For Work in 2 Days Instead of 2 Weeks

If you’re in business, you know how tough it is to get a new hire up to speed with everything that’s going on. 

It involves a few weeks of hand-holding and a lot of failures. 

The problem comes when the training is done, because you have no guarantee the new team member won’t leave your company in the next 30 days. 

This happens a lot of times.

Businesses train new employees, just to have them leave after a month or two.

That’s a waste of time and money. It’s a bad investment that you’re not going to get back in any way. 

No one likes that, so let me tell you how you can keep yourself out of this position. And it has nothing to do with the hiring process, even though that’s vital and you should pay a lot of attention there.

However, no matter how well you screen candidates, you never truly know if someone is going to be good or bad.

At the end of the day it comes down to listening to your intuition, and that can turn into a success or a failure.

So, I’ll show you how to prepare for anything, by getting your ‘after hiring’ steps in place.

Teaching something that normally takes 14-21 days to learn, in just 2-3 days

How is that possible?

It isn’t, and you shouldn’t look at it from this perspective.

You don’t want to invest your company’s money into teaching new employees… At least not at first. 

You want to create a plug-and-play type of system, where fresh team members get fixed positions with a detailed set of instructions they need to follow.

Depending on what type of people you are hiring – VAs, designers, marketers, copywriters, HR specialists… you will have different systems. 

Pretend your company is a factory with hundreds or thousands of employees.

You have people doing the grunt work, 12 hours a day on a chair pressing the same 10 buttons over and over again.

There’s nothing new, no surprises, just a task that keeps on repeating every day, week, month, year.

The one doing this job might need to move to another production line and press 12 buttons instead of 10, but the core of the work is the same. 

How much training do you think these people need?

1 week? 1 month?

They might officially be in training for a month, but they get to work starting with day 2. 

And if at any point in time one of them quits, the spot is immediately filled in, and the new hire can start work the next day. 

This is possible because there are Standard Operating Procedures in place, at an in-depth level that makes it easy for anyone to enter the system and start producing value right away.

Now you might think this is not applicable when it comes to more complicated jobs like design, copywriting, or media buying.

But it is. 

What does a designer do? Create social media graphics, creatives for ads, maybe web pages and catalogs.

There’s a limited number of things you would need from a designer that works in your company, depending on what your overall strategy is. 

If you can count those things if you know how you want them to look, when you need them, how you need them, and so on… then you can systemize it.

Ask your current designer to document the process from start to finish.

What tools are involved, how the tools are used, what are the steps, how much each step takes, etc.

Create loom videos and supporting documents like PDFs to have a crystal clear overview of what getting the work done implies.

And do this for every single one of your business departments.

Ask your copywriter to document the process of writing an ad, email, or sales page.

Ask your customer support officer to document the process of refunding a product. 

Once you have that – put all the steps (with a loom video, a transcript, and a supporting document) in a project management tool like ClickUp or Monday and name each task accordingly, e.g. Writing a short-form ad; 

Congrats! Your business is now replicable. 

When you hire a new person, have them go through 2 videos. 

1. A video explaining the structure of the company (who is doing what, who is in charge of what, who leads a certain project, etc), the goals the company is trying to achieve, and the values the team shares. 

2. A video explaining the role – the main tasks they will need to do in that role, who they need to connect with, the biggest mistakes people in that role make. 

That’s going to take about 3-4 hours of their time if they are slow. 

Next, share the SOPs you put together and ask them to look through them, but without doing anything.

Just analysis.

Let them do that for the rest of the day.

On the 2nd day on the job, have them shadow someone else that’s in the same position so they can see how the SOPs are applied in real-time. 

If there’s no one else in that position, give them a test task they can do following the SOPs. 

Just that could get someone ready to bring value to the team in 2-3 days. 

Mistakes will be made, problems will appear down the road, but that’s how people learn. In the real world, not playing around with theory. 

If you really want them to learn something new at the same time, block 2 hours of their day so they can focus on that, and have the rest of 6 (if they are a full-time employee) be focused on applying the SOPs.

Trust me, this is incredibly useful if you have your SOPs done right.

We’ve done it a lot of times for our clients and they were always shocked to see results so fast from their new VAs.

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