about the expectations on performance and behavior so they know what win- ning means.” No Train, No Gain Bringing talent through the door is only half the battle. Employers must also give their workforce the tools and training they need to be success- ful on the job. “A robust on-boarding process is essen- tial to get new employees competent in our industry,” Titinger asserted. “The best companies I’ve worked with pro- vide layered learning — a mix of on-de- mand digital content, structured learn- ing paths, and real-time, project-based stretch assignments.” Rather than leaving workers to “figure it out” on their own, businesses should invest in on-boarding practices that set the workers — and the company — up for success. “We invest in their experience from the start,” Amerson explained. “Each year, [our] interns participate in a virtual orientation designed to introduce them to our company and set clear expecta- tions before they begin their full-time, field-based internship. Throughout the summer, we offer monthly virtual in- tern check-ins where participants can connect with fellow interns, share their experiences, and hear directly from [company] leaders.” Workers who are provided guidance and mentorship are also far more like- ly to have a strong affiliation with the business. “Providing structured mentorship and training helps interns build meaningful connections and develop the foundation- al skills needed for a successful career in the green industry,” she added. “With a mentor who is genuinely invested in their growth and development as future leaders, interns are more likely to feel a sense of belonging and see themselves building a future with [us].” Training managers also need to have definitive learning objectives so that
Providing structured mentorship and training helps interns build meaningful connections and develop the foundational skills needed for a successful career in the green industry.
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