job shadowing

• job shadowing translates to “shadow work”, applied to new workers
• With this technique, knowledge is developed through observation and practice.

Concept of job shadowing

job shadowing It is a concept, well known in human resources departments, which we could translate as “shadow work”. We are talking about a method of integrating and training new employees through learning by looking.

The job shadowing It allows the new worker to observe another with the same functions, carrying out their usual work, with which they can become familiar with their work at the various levels of training. In fact, if applied to work groups or leadership, the job shadowing It is considered a methodology of coaching.

Advantage

These are some of the advantages of the method job shadowing:

• Shows the know-how (“make known”) of an organization.
• It allows employees to know the values, norms and standards of the organization.
• It reveals in real time the practices of a leader.
• It helps the observer to establish relationships with other employees and customers, creating a network of networking.
• It can improve communication between departments.
• The employee becomes aware of the position to be filled.

Requirements

A good implementation of job shadowing requires that:

• Employee integration is aimed at improving corporate results.
• A good professional relationship between workers is created, promoting the personal one.
• It seeks to speed up the learning process.
• The necessary times are guaranteed for the acquisition of the necessary training, the internalization of corporate values or the understanding of the interrelation and flows between departments, among others.
• All the necessary information about their position, tasks, human equipment, knowledge, etc. is offered.

Shadow Coaching

The shadow coaching It is the specific method oriented to people who lead groups. With it you can observe in a practical way the style of leadership, the habits, the type of communication, the forms of motivation, etc.

This technique is also applicable with the aim of generating high-performance teams, focused on maximum effectiveness.

In this case, it is the coach who carries out the observation to interact and assess the group and its dynamics.