Now I know why you started your very own board, Mike. I always thought it was "politics" but now I know it is to get great answers to your questions. Just like the ones you have received above.
I don't know you tech, Mike nor his circumstances. I do know the older I get the less certain I am on giving firm answers on situations I don't know much about. (Actually I'm not too solid anymore on judgment calls even when I do know everything! Seems like it usually comes down to whatever works for the individual!)
But a few thoughts on employees in general. (Especially the younger generation just entering the marketplace as our helpers and techs.)
1. Have clearly defined expectations up front and IN WRITING- It is easy to implement rules beforehand. After they have started it is viewed an unjust when you start making up rules as you go along. Now you may not view it that way which is why you must ...
2. Look at things through the eyes of your employees. Remember that any employee in a very real sense is your "internal customer" and each and every day you need to "sell" him or her on why they should stay with you instead of leave. (Remember, I am not saying you should grovel. But every employee has the option of going elsewhere.) So instead of seeing the job through the eyes of an entrepreneur look at the job, yourself and the employee through there eyes. Especially look at the rules you make and the environment you are creating.
3. Pay them at least 20% more than they could earn doing comparable type work in your market area- You don't want the dregs. You want the best and the best are going to cost you more.
4. Challenge them to learn using a written system- Nobody good wants to be your "step and fetch it" guy for very long. They quite correctly want to learn to run their own show. So help them in this- for their good and yours too. Askal put it well above. Use a ten day Fast Track Training Outline. Every day make sure they know the answers to the questions for that day. Have them fill out the test at the end of the day. At the end of the ten day period IF they have answered all the questions correctly give them a 200.00 cash bonus or some other reward.
NOTE: Askal referred to my (actually our
SFS) Fast Track Training program. Anyone who wants a copy just e-mail me at
stoburen@homefrontsuccess.com and I will send a Special Report to you by e-mail. No charge. (You of course will need to modify it to fit your equipment, chemicals and business practices but it will serve as a template.
5. Learn to let go- This is the hardest thing. But assuming you have chosen your employee wisely and trained them using a logical written system let them go out on their own. Their pride and sense of accomplishment (not to mention their sense of relief) from being out from under your direction will be much more empowering than any raise.
Steve Toburen CR
Director of Training
Jon-Don's
Strategies for Success
PS While I did say above I don't have definite answers anymore why is this cell phone use such a big deal? Have him leave it in the truck during the job and while you are driving between jobs let him catch up with his text messaging. Have him give your cell phone number to his parents, girl friend, etc for any emergencies. Simple. Doesn't want to/ can't do this? Well, you don't need me to tell you what to do now, do you? (Next time have it in writing as part of your handbook writing BEFORE they hire on with you. No personal cell phone use while on the customer's premises. That is why a lot of our
SFS members provide their employees with company GPS enabled cell phones- and check the phone logs for personal calls.
