| Leadership Training for New Associates | | | | |
| | | | | Let’s use an example, your company requires |
| | | | | everyone to be in green company shirts, khaki |
| You have interviewed numerous applicants and have | | | | trousers, brown belts and shoes and a company |
| finally decided on your team. The next step is to | | | | provided name tag. You see an associate that isn’t |
| provide them with your expectations. New associates | | | | wearing a name tag, you personally made this |
| are anxious to get started so it’s your responsibility | | | | expectation known in training. The associate when you |
| to provide them with your clear expectations of them. | | | | confront them can’t say I didn’t know. This is a |
| | | | | small example but if not corrected don’t expect |
| This is very important and should be done through | | | | your other expectations to be met either. |
| documented training by you. If you delegate to | | | | |
| someone else there will always be the possibility all of | | | | It takes your entire management team to ensure your |
| your expectations weren’t covered. It’s also a | | | | expectations are met everyday by everyone. If you |
| stronger message when you present it, no one can | | | | come to work and see violations I suggest you have a |
| ever say I didn’t know. If your company has a | | | | discussion with your duty manager’s and ask them |
| brand recognized by the uniform then the simplest | | | | if they have any doubt’s concerning your |
| violation is a breakdown in discipline. When there is a | | | | expectations. Associates will do what they are taught |
| breakdown in discipline this is an indicator that | | | | if managers consistently follow up and enforce them. |
| leadership isn’t doing their job. | | | | |