The ultimate tech or new OO training scenario..

[Mikey P]

Your Brady or Aaron quit and give 30 days notice..You cant get out in the van to train to teach the basics and not so basics.

So new guy gets a month to learn the basic ropes, then what?


Imagine the best case scenario in a training situation.

Online at first?
Maybe some local in person class time?

How about sending your new superstar off to something like, Pemberton or Bryan and I do, but for carpet..
A three day intensive "RideALong" of sorts, loaded with booby traps and rewards in a learning center ( think Flood House)

Maybe the 3 steps takes a year or two to accomplish, gives you plenty of time to make sure the commitment to the company, your clients and most importantly, themselves, is where it needs to be...

Additional three step training opportunities for uph, rugs and hard surfaces as well

How much would you invest to create THAT employee?


A new owner op could have the same opportunity to go through all three steps back to back..


Thoughts?

Do you have a different idea?




Shut up Marty

 

[Jimmy L]

They would quit to go work at micky dees for $18 an hour just making fries. Why do they want to work so hard?

 

[Desk Jockey]

Jeff Bishop had a video he did step by step from office picking up the paperwork to greeting the client, then processing the job.

Do something like that, updated, in segments so a trainee doesn't have to sit for hours on end. A quiz per section so they are accountable. Something like Jeremy Reets has done for Water Damage restoration.

Sell that and then do modules for more advanced training. Saves time, travel, lodging expenses. Tech's can do it between jobs, on slow days. Owners can view it with the trainee, stop and explain in depth the importance, how they want it done in their company.

 

[Mikey P]

They would quit to go work at micky dees for $18 an hour just making fries. Why do they want to work so hard?

True enough

 

[todg]

Best case scenario goes work for someone else...You'll determine if the job is for you...

 

[Mikey P]

Best case scenario goes work for someone else...You'll determine if the job is for you...

Yeah, no.

If I went to work with 98% of carpet cleaners in this industry I wouldn't last 3 minutes.

 

[Cleanworks]

I think it's always to have someone start as a helper. He/she will learn by watching you. Booby traps we set up are like disconnecting the vacuum hose and seeing how long it takes them to notice. Same with pressure. There are so many variables from job to job, you have to focus on the basics and learn from there.

 

[hogjowl]

Can I talk now?

 

[todg]

Yeah, no.

If I went to work with 98% of carpet cleaners in this industry I wouldn't last 3 minutes.

Not now but say when you were 21???

 

[FB7777]

Can I talk now?

I’m just waiting for you and then I’m going over the top

 

[Rob Grady]

Best case scenario goes work for someone else...You'll determine if the job is for you...

And keep your day job to bridge into this trade.

 

[Mikey P]

Can I talk now?

Please

 

[Cleanworks]

Can I talk now?

Can we stop you?

 

[hogjowl]

I got a brush glide
You’re a LOOZER

 

[FB7777]

I got a brush glide
You’re a LOOZER

Did you pay for it or are you now a shill?

 

[hogjowl]

I’m a shill

 

[hogjowl]

Back to the original thread, I wish I had a couple of local good guys whose employees I could train and who I could send my new guys to.
Of course, I don’t plan on HAVING any new guys, and if I did, I don’t know of anybody I could trust to train them properly.
Take Melon, for instance. First thing he’d do is teach my guys to corn row carpet with a CRB.

 

[Desk Jockey]

Back to the original thread, I wish I had a couple of local good guys whose employees I could train and who I could send my new guys to.
Of course, I don’t plan on HAVING any new guys, and if I did, I don’t know of anybody I could trust to train them properly.
Take Melon, for instance. First thing he’d do is teach my guys to corn row carpet with a CRB.

That is an issue. I don't mean the corn rowing machine, I mean training to how your company operates.

I never liked sending a brand new guy to training, they always came back with ideas of "how we should be doing it".

Everyone is entitled to their process but as our employee, it needed to be how our company spec'd it.

 

[Hack Attack]

That is an issue. I don't mean the corn rowing machine, I mean training to how your company operates.

I never liked sending a brand new guy to training, they always came back with ideas of "how we should be doing it".

Everyone is entitled to their process but as our employee, it needed to be how our company spec'd it.

same reason I'd hesitate to take on an "experienced tech"
my older brother was a lead tech for a franchise back in the day, watching him clean is painful and hilarious at the same time

 

[Mikey P]

I’m a shill

Used Beta Shill to be exact.

 

[Sierra Clean Care]

Back to the original thread, I wish I had a couple of local good guys whose employees I could train and who I could send my new guys to.
Of course, I don’t plan on HAVING any new guys, and if I did, I don’t know of anybody I could trust to train them properly.
Take Melon, for instance. First thing he’d do is teach my guys to corn row carpet with a CRB.

I corn rowed a number of rooms today. Couldn’t help it… 4 large dogs, urinating in every room , and hadn’t been cleaned in 11 years.
no worries Admiral, I got it out by rinsing and extracting in 2 directions, and post raked….

YES I vacuumed first…

I used that Shark thingy…

 

[hogjowl]

How easily you’re fooled

 

[Mikey P]

Used Beta Shill to be exact.

Have you used it yet or did you break your Dev head off trying to install it?

 

[BIG WOOD]

I corn rowed a number of rooms today.

and post raked…

Post raking is a thing now?

 

[Sierra Clean Care]

Post raking is a thing now?

My Gawd you guys are hard to follow…
No worries, I do my own thing, and am doing FINE…

 

[sassyotto]

well here is my take...actually it comes from Mack Clark (kinda like Jeff Bishop on steroids)

Training should only take 15 business days. There should be a written, step by step training procedure followed by end of day tests which are signed off by the tech and person doing the training. First 10 business days learning, last 5 doing the work by themselves. then monthly training meetings to fine tune. Surprise inspections thrown in to keep them honest.

How I developed my training system was to put into writing everything (yes everything) I did from the time I got to the shop to the time I left the shop. Yes it took TIME to develop, but it saved TIME when getting techs trained. Plus it provided that the tech understood what was taught. If there was any problem down the road, we just pulled out the training manual and addressed what went wrong and could be improved (either by further training or adding to the system)

 

[sassyotto]

Heres the thing about developing your own system. Its yours. and you want your tech to clean your way..... right?

Talk to 100 different cleaners and you will get 100 different ideas on how to clean carpet. So why would I want my new tech to be trained by any one of them?

 

[Desk Jockey]

well here is my take...actually it comes from Mack Clark (kinda like Jeff Bishop on steroids)

Training should only take 15 business days. There should be a written, step by step training procedure followed by end of day tests which are signed off by the tech and person doing the training. First 10 business days learning, last 5 doing the work by themselves. then monthly training meetings to fine tune. Surprise inspections thrown in to keep them honest.

How I developed my training system was to put into writing everything (yes everything) I did from the time I got to the shop to the time I left the shop. Yes it took TIME to develop, but it saved TIME when getting techs trained. Plus it provided that the tech understood what was taught. If there was any problem down the road, we just pulled out the training manual and addressed what went wrong and could be improved (either by further training or adding to the system)

Not bad but watching a DVD with them would probably work even better. It would keep their attention longer and would come from an authority other than yourself.

The problem is I don't believe owners are willing to pay for it. Most won't see the value and would rather reinvent the wheel.

You should sell your manual, in digital form so it can be adjusted to fit individual companies.

 

[Mikey P]

well here is my take...actually it comes from Mack Clark (kinda like Jeff Bishop on steroids)

Training should only take 15 business days. There should be a written, step by step training procedure followed by end of day tests which are signed off by the tech and person doing the training. First 10 business days learning, last 5 doing the work by themselves. then monthly training meetings to fine tune. Surprise inspections thrown in to keep them honest.

How I developed my training system was to put into writing everything (yes everything) I did from the time I got to the shop to the time I left the shop. Yes it took TIME to develop, but it saved TIME when getting techs trained. Plus it provided that the tech understood what was taught. If there was any problem down the road, we just pulled out the training manual and addressed what went wrong and could be improved (either by further training or adding to the system)

We wouldn't let a check go out on his own for at least 6 months.

At 15 days it could barely figure out how to turn the truck off and on and keep the pump from running dry.

 

[FB7777]

We wouldn't let a check go out on his own for at least 6 months.

At 15 days it could barely figure out how to turn the truck off and on and keep the pump from running dry.

hes a one truck wonderboy

Im looking forward to Brummett, Yoakum et al to chime in