Significantly Reduce the Learning Curve for New Employees

I was discussing time lines with a client recently.  I was taken aback when we were discussing the learning curve for an engineering new hire.  What surprised me was the 6 month /1 year estimate quoted for the new hire to ‘come up to speed’.  When I pressed, I was told that everyone knows it takes from 6 months to a year.  I challenge that assumption. 

First of all, what company in today’s fast paced revenue challenged environment has time to wait 1 year for new hires to come up to speed?  With this 1 year mindset, I can understand why some employers are so hesitant to hire anyone who doesn’t completely match all of the required and desired skillsets.  Although this may appear to be a sound strategy, the opposite is actually true.  Restricting the flow of fresh blood into the workforce reduces the competitive spirit, reduces creative input, and deprives the company of efficient growth. 

Learning curves can be significantly reduced when a type of syllabus is created and rites of passages defined.  Management needs to create an active learning plan for new hires.  Link the new learning curve to the new hire probationary period.  This creates additional employee incentive in what is sure to be a challenging period.  Actively create opportunities for the person to work through what you consider to be the major milestones for understanding your product, your organization, your customers, and your culture.  Take some time to determine the most onerous challenges that need to be mastered before full faith can be placed in this employee.  I consider these to be important rites of passage. 

When considering the important milestones in a particular learning curve, management can eliminate the redundant and nonessential work.  Create an active learning plan and bring your new employee up to speed much more quickly.