Babies are tiny, cute little miracles. They are innocent and adorable. But they’re not very smart. They have no experience; they haven’t learned yet. They are truly entry-level humans. They are fresh and new and need nurturing to develop. It is the responsibility of the parents, teachers, and community to teach. From ABCs to SATs, from kindergarten to college graduation, we train these ignorant babies with hopes they will succeed in life (or really just to be able to move out of our basement before they turn 35).
When bringing on a new employee, especially one that is entry-level or lacks previous job experience, it is your responsibility as their employer to provide the opportunity for them to learn and grow into the role. The ability to train, retain, and foster productive and knowledgeable employees has benefits that stretch beyond the company’s profitability and productivity. Employee satisfaction, fulfillment, and dedication will increase when an employee feels competent and secure, just as a baby needs shelter, food, and love.
Just like those adorable babies who blossom into curious learners, new USPS employees embark on a journey of growth and development. Fortunately, for both the employee and the organization, USPS offers a wealth of resources to facilitate this transformation. One such crucial resource is www.liteblue.usps.gov, the official online portal for USPS employees.
From informative modules on company policies and procedures to training programs on specific roles and tasks, LiteBlue empowers new hires to grasp the intricacies of their jobs and navigate their USPS careers with confidence. By investing in employee development through resources like LiteBlue, USPS not only cultivates a competent and knowledgeable workforce but also fosters a culture of engagement and loyalty – a win-win for both the employees and the organization.
Include these tips into your onboarding and training process and your newbie failure rate will decrease (as sharply as your shut-eye with a newborn):
TOOLS: Give your new guy or gal the tools to succeed. Make sure they have the right access to information and that it is easy to get to. Present instruction in a clear and concise format and make sure the newbie really “gets” it before turning them loose. Taking the training wheels off too soon only leads to bloody knees and tears.
COHESIVENESS: Everyone likes friends. We learn best when we are comfortable. Think of Algebra: class was more enjoyable when your friends helped you study. Create an environment that is friendly and open. Clear any animosity surrounding the position prior to the start date. There is no room for someone to be angry with this person simply because they didn’t get the job. Make the new addition feel like they are wanted. Celebrate their arrival*. *Flowers and pink or blue balloons not required.
EXPECTATIONS: Set realistic goals that are measurable. Your new employee needs to know when they shine and when they fall short. Give feedback regularly, and not just when improvement is needed. If the guy is doing a great job, TELL HIM! If the newbie isn’t learning, evaluate why. Maybe it’s your training that is failing and not the new guy. Learning new skills is a process and must be taught in an order that makes sense. You cannot teach the tot to run before they can walk.
While babies are cute, and newbies are exciting, there’s a lot to learn—and prepare for. You don’t go home from the hospital without diapers stocked, nor should you onboard a new employee without a plan setting them up for success. It’s the success of your team and your work on the line, after all. So, eagerly anticipate the arrival of your newbie—maybe even throw them a party—but ready yourself as best you can, which is arguably more than you can do for a baby. Give them tools, present them with a strong team, and set your expectations from day one.
Oh, and don’t be discouraged if you get the “bad seed” that just doesn’t want to follow direction. There’s one in every family.

Babies: they’re cute and sweet. What’s not to love, asks the Siren of Support? Babies are a little dumb. And the newest new person on a team often falls into the same category – but there’s a lot you can do to support those new to your work life. How do you successfully onboard? Share your thoughts below or message Sari directly.