Reference no: EM133156918

Children aged 9-18 who have suffered developmental trauma participate in Kalayo's residential treatment program. The result of the trauma in most of the children is some level of reactive attachment disorder (RAD) (they do not know how to develop healthy relationships). Their behaviors can be inappropriate because they suffer from RAD- kicking, spitting, biting, etc. Kalayo's treatment model- simply put is: we do not punish or shame bad behavior. So, employees can be hit, spit on, bitten, etc. These destructive behaviors don't happen all the time and to all employees, but they happen often.

HR has found that a high percentage of turnover occurs when employees (coaches) only work with students for one month or less. Employees may leave because they can not stand being hit, spit on, or cursed at about ten times a day by 13-year-olds.

Before hiring, all employees work a trial shift (8- hours) to see if they are a good fit and want to work at Kalayo. After hiring, all employees are trained in New Hire Orientation for one whole week- about 40 hours. New Hire orientation is classroom teaching. So HR thinks that New employees need more than classroom training before 'on the floor' work with our students. Next week, HR will implement the 2nd week of training in which new employees will 'shadow' an experienced coach in which the professional coach will give on-the-floor, real-life training.

Do you think the additional 2nd week of training will improve turnover? If so, why; if not, why not? What do you think may work better than an extra week of training?