What techniques are the most successful when training new staff members?

I created a trainer position several years ago to manage our orientation and training program.  It is our priority to successful onboard new hires, and we have an extensive checklist of subjects that we cover. 
We have a two-week orientation program that involves classroom, computer training, and hands-on procedural training. The hands-on training is conducted in the field involving other managers, in addition to the training manager.
At two months the training manager conducts a quiz with the new hire to determine the effectiveness of the training. A development plan is determined and we access or evaluate them after four months. By then we should know if we have a good employee or a superstar. We reject anything less if we detect it.
— Gene Woodard, R.E.H., Director of Building Services, University of Washington

The most successful technique seems to be when I work with them myself their first few days on the job, before allowing them to shadow and work with others. This seems to help alleviate picking up other's bad habits.
— Doreen Bessert, C.E.H., Worksite Placement Coordinator, Custodial Supervisor & Central Purchasing Agent, Maitowoc County DPW

Tell them how to do it, show them how to do it, let them do it tell WHY we do it and repeat.
— Steve Spencer, Facilities Specialist, State Farm Insurance

To successfully bring a new staff member on board, I believe in hands-on training with equipment. It’s important to explain the ergonomic benefits for staff members as it relates to their health. It’s also essential to explain and properly demonstrate the usage of sustainable chemicals, microfiber and any equipment that is used to improve cleaning methods and worker productivity. Finally, managers should demonstrate technological advancements as they become available, as their proper use can improve efficiency and productivity within the department.
— Ada Baldwin, M.R.E.H., Director for University Housekeeping, North Carolina State University

We begin training with a “new employee orientation,” which includes a full review of work rules, policies, procedures, etc.  We also cover training on Bloodborne pathogens and conduct a two-hour asbestos awareness training, ending with a review of the Milwaukee Public Schools daily cleaning procedures. After this classroom training, we move on to “hands-on” training, which consists of the daily cleaning procedures and an assessment to measure what the new employee has learned.
— Michael Gutierrez, Manager of Building Operations, Milwaukee Public Schools

We go through a pictorial of the “7-Steps of Cleaning,” explaining the take-aways from each step. We then work with the employee to set up the cleaning cart, explaining the chemicals they will be using and if there are any hazardous chemicals they need to be aware of. Then, we show the employee each of the “7 Steps of Cleaning” and re-emphasize the important things they need to remember about that particular step. After all “7 Steps” are completed, take the employee to an empty room and say, "OK.  Now let's pretend that I am the new employee. Show me how to clean the room.”
— J. Darrel Hicks, R.E.H., Director of Environmental Services & Patient Transport, St. Luke’s Hospital

previous page of this article:
Training Challenges With New Recruits
next page of this article:
Managing And Resolving Staff Complaints