Arrange for a mentor or buddy to help out
As INC.com states, first of all it is advisable to ensure the employee can gain inspiration and experience from a more senior colleague. Do not shoulder the burden of training the employee on your own: instead, have a buddy, a colleague from the team, help out by looking after them, showing them how things work and training them.
Set up a process of training and education
When it comes to new employees with no experience, it is crucial you define a clear and transparent system of how they will be trained. Define key skills and knowledge the employee should gain during the training, set up a specific time schedule of checkpoints the employee should reach and define how they will reach them.
Initially be very specific with your requests
When managing a new employee with no experience, in the first weeks or months you should apply a leadership style that could otherwise almost be seen as micromanagement. Give the employee clear instructions, be very specific when asking them to do certain tasks and check the results afterwards. Give them room for their own initiative only gradually, once you have made sure they were capable of doing the previous tasks independently.
Have a dialogue with the employee
Effective development of an employee naturally requires dialogue. Schedule regular assessment meetings with them, discuss how they feel about the job, what they find difficult or easy, and genuinely listen to what they say to you.
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