This winter, my main focus to review and rewrite our entire training system.
A couple quick thoughts on what have learned the past 3 years since we began hiring.
#1.) Money does not motivate employees. Its a good base, but even well paid employees get burnt out over time and production lacks
#2.) Conveying the opportunities of growing with a company is the hardest message to get across to my crew
#3.) Continuing education is a must. We would hire someone on, spend 3-6 weeks to make sure they had everything down... then 6 months later regression would sit in. We tried to combat this with bi/weekly meetings, which mainly addresses issues after the fact... Training needs to be ongoing even with the best employees.
#4.) Hire Slow/Fire Quickly
If anyone wants to share any books, or other information that has helped you develop solid training systems for your crew I am open to looking at it.
A couple quick thoughts on what have learned the past 3 years since we began hiring.
#1.) Money does not motivate employees. Its a good base, but even well paid employees get burnt out over time and production lacks
#2.) Conveying the opportunities of growing with a company is the hardest message to get across to my crew
#3.) Continuing education is a must. We would hire someone on, spend 3-6 weeks to make sure they had everything down... then 6 months later regression would sit in. We tried to combat this with bi/weekly meetings, which mainly addresses issues after the fact... Training needs to be ongoing even with the best employees.
#4.) Hire Slow/Fire Quickly
If anyone wants to share any books, or other information that has helped you develop solid training systems for your crew I am open to looking at it.
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