What is job shadowing?
A standard job shadowing definition is the observing of a person at work by someone interested in a similar career. Yet in reality, it can be more than that. Job shadowing is a method of on-the-job employee training where one employee observes another while they work. This allows the shadowing employee to learn about the duties, responsibilities and tasks associated with a particular role. Job shadowing can be an effective way to obtain new skills and knowledge.
It can also assess an employee’s suitability for a particular job. It’s important to remember that shadowing is not the same as job training, and shadowing employees shouldn’t need to perform the same duties as their counterparts.
How does job shadowing work?
The job shadowing process can last for a few hours or a few weeks. In general, the person shadowing observes to learn more about a particular job or career field that they’re interested in pursuing. This learning method can provide insight into the day-to-day responsibilities of a certain occupation.
In some cases, job shadowing may also provide the opportunity to observe firsthand how specific company policies and procedures are carried out. Overall, it can be a valuable tool for exploring different careers and gaining a better understanding of what’s involved in each one.
Job shadowing is commonly used by students or people who are new to the workforce. Often, students go through their university to formally find a job shadowing program. This helps them decide whether they’re suited to a particular career path. Job shadowing can also be used in-house by companies. In this context, it’s a useful tool to assess whether an employee would be suitable for a promotion or to take on the role of another employee.
Benefits of job shadowing
Job shadowing is an excellent way for a current employee or newcomer to learn about a particular job role. By following someone who’s already working in that role, they can get a firsthand look at what the job entails and what skills are required. This can help them decide whether the field is a good fit for them. Other benefits of job shadowing include:
- Cross-departmental education and networking
- New perspectives for employees
- Deep insight into soft and hard skills required
- Trainees anticipate problems
- Cost-effective training
If you’re thinking about creating a job shadowing program for your company, it’s important to assess whether it’s right for your type of business. Consider how you could make use of it and whether your staff could benefit from such a program. Starting a job shadowing program isn’t difficult and doesn’t cost anything. Because the observed employee can still continue with their work, they’re not losing any productivity time on the training.
How to start a program
When starting a job shadowing program, you need a clear idea of what you want to achieve. This helps guide the program startup process. Here are preliminary tips to get you started.
1. Set goals for the program
Having a clear set of goals provides you with direction when creating your program. Knowing whether you want to use it for training newcomers or for encouraging cross-departmental communication makes it easier to get started. You can always update and tweak your goals along the way to create more scope for the program.
2. Create a framework
Establishing specific guidelines is necessary to ensure a streamlined process. Creating etiquette guidelines, setting a timeframe and having a conflict resolution process in place can lessen the likelihood of problems and mishaps. Considering how to make it as minimally intrusive as possible for the person being observed should be at the top of your list. If they can’t work properly during observation, the program is less meaningful.
3. Educate managers and employees
Hosting a meeting to educate managers and employees about the benefits and operating procedures can make the program go more smoothly. It helps if everyone involved is on the same page and enthusiastic about the program. It’s also an effective way of getting ideas and feedback for the program.
It may even be helpful to assign someone to manage the job shadowing program to take some of the weight off your own shoulders. If you notice one employee whose enthusiasm stands out above the rest, consider letting them coordinate the program. You can always do it under the pretext of a trial run in case things don’t work out as planned.
4. Incorporate job shadowing into employee training
Incorporating job shadowing into employee training can give new employees a chance to socialize and integrate smoothly into the company. It gives them the chance to understand the day-to-day operations and get a feel for what they’ll be doing.
5. Be receptive to feedback
Being open to feedback about the program is crucial to developing it, especially in the early stages. Employees and trainees with firsthand experience might be able to offer valuable insights into how to improve it. Perhaps, they’ve noticed a way to make it less intrusive for the employee being observed or how to execute it so it takes less time. Hosting program-related meetings and using a suggestion box can provide a platform for people to speak their minds.
6. Develop a post-program assessment
Having a way to assess the success of the program is vital. It can give you the chance to assess individual employees after their job shadowing experience. It may also increase the likelihood that the observer pays attention throughout the program. When someone knows that they’ll have to take a test following and experience, they’ll be more attentive along the way.
So, what is job shadowing? In short, it’s a method of employee training that involves on-the-job observance. A less experienced or new employee would observe someone with more experience to get a feel for their day-to-day activities. Job shadowing programs have many benefits, including being cost-effective, offering deeper insights and encouraging cross-departmental communication. If you’re thinking about starting a program, make sure you have clear goals and the whole team is on board.
