Recently graduates see a great opportunity for personal development in a traineeship. But then you have to respond well to that as an organization. From an evaluation among trainees I held about their traineeship, five big mistakes came forward. As a result, they experienced the traineeship as disappointing. Sad, because with a few adjustments such a traineeship suddenly becomes effective.
1. The organization does not sufficiently match the expectations of trainees
The evaluation showed that it was unclear what the trainees of the traineeship could expect. In their view, the traineeship was insufficiently concrete and not sufficiently framed. The trainees also wanted to know what they had to achieve with the created trainee position, especially when they started to create their own projects. In short, these trainees needed clear perspective. Indicate as an organization what the concrete prospects are in that area. Try to find out what your trainees want to know about the 1, 2 or 3-year trainee program. One of the most powerful ways to find out is to ask for it through the introduction program, but also via an email, mini-survey or progress interview. When trainees can participate in various training courses in the field of talent development in the first year, do they have to select and apply for them themselves or are they automatically invited? Their need lies with the latter, as came from the evaluation.
2. The management gives the trainees too little feedback
The evaluation also showed that the trainees consider feedback from their supervisors to be very important. Unfortunately, this did not take place structurally. There are half-year and end-of-year discussions, but according to the trainees the moments of feedback may be much more frequent. After all, they find it important to know whether their own functioning is going in the right direction. As an organization you can focus on making frequent appointments between managers and trainees.
3. Trainees are not actively supported
The trainees indicated that they mainly experienced the traineeship as an experience in which they were ‘thrown into the deep’. They were positive about the introduction program and there was also a lot of contact with the supervisor during that period. After that, the trainees had to find their own way and arrange everything themselves. They found it difficult to set up projects independently because they just came to see the organization. Because of this they had to fall back on colleagues and it eventually took a while before they really getting started. Trainees need intensive guidance and ‘tools’ that have been built around the position so that they can start immediately. See if you as an organization can also link a mentor to the trainee next to the department manager. Trainees need active guidance from the department.
4. Trainees are not encouraged enough from HR
Trainees missed a personal development plan at the start of their traineeship. See if you can facilitate this as an organization from active HR guidance. Trainees also mentioned that they needed to spar with other trainees. Research whether you can organize workshops or courses in which several trainees are present so that they can exchange experiences. Trainees find this a great added value.
5. Trainees are not developed on their competencies and management skills
Workshops in the form of workshops were good for the trainees. But you are not there yet to transfer professional knowledge during courses. According to trainees, the emphasis may be more on the development of competences and management skills. Trainees find it difficult to develop. For many it is difficult to manage a team. How do you persuade others? How do you make others take more responsibility? Many trainees need to develop skills in the areas of people management, persuasion and presentation.