Training Experiment...

We're trying something new. I've been paying attention to the way Mike Hicks has built up and run his company, and to the things that Lefty is doing. I've been also fortunate to see some of the more successful roofing operations like that of Dave Che>>>

Killian - :laugh:>>>

If you took a rake and pulled it through these posts you would be bound to have a collection of gems more than good enough to build a successful and humane company around. Even though there is a pretty small number of people contributing to this thread,>>>

Wywoody, I can't use them in the factory since the work there is very specialized and at the same time it doesn't take a lot of manpower to run.

Miscreant, since licensing is obligatory, and we do have some enforcement, it takes some planning and wor>>>

Miscreant's last post really speaks to the importance of sharing the talents and responsibilities of everyone. My Supt may not like my GM. Without a bridge of understanding, nor will they ever appreciate each other. As an owner, having the ability to>>>

...WOOPS HIT THE WRONG KEY....

You cannot keep a man that puts his family as the priority of his life if you cannot pay him what he needs to accomplish that goal. You cannot pay them what they need if you do not find a way to repeat the process of insta>>>

We too use the 360 approach, on an annual scale. Mid year. Ours uses 3 people, if you don't include my final. I don't sign any of them except the one for the GM. I tend to let the those that work closest with the reviewee be the final word, of cours>>>

Some of things I have learned to expect with a training program: Some will be come to get OJT and will leave ASAP, none are going to be as motivated to do as good of a job as you, they will all think they could make more doing piece work on a sub crew.

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House Of Pain wrote: [quote].

The drive we want but so rarely find in the average employee is illusive. It seems that the one in a hundred employee that has that spark and is smart enough to actually roof unsupervised soon becomes an unlicensed c>>>

Hi,

We use the 360 approach. We do the first one a 6 months. The reason being that the people I hire have never been through one. This way they get over the fear of a review.

There are 4 people besides the person getting the reveiw. We have not had any>>>

Hi Lefty,

I wasn't sure how to deal with the worker evaluation. Your approach looks very good. What did you use as the basis to organize these reviews? I know that in the corporate world there is the concept of 360-degree review in which each person>>>

Hi Pgriz,

That is how I do it too. Less skill is required to do most repair work.

I also have to give some of the easy repairs to my top guy. Because of the bonus money. You can make good bonus's with replacing a couple of shingle. Where the more comp>>>

Hi,Wywoody,

We do reviews at 6 months and then yearly. This lets every worker know where he stands and what areas we expect to see improvement. We also let them know their strengths as we see them.

Each worker does a review of himself. The people that>>>

Wow, lots of good input. I knew the guys in RCS were pretty special, and you haven't let me down.

Eric, great insight into the "why". I've been wrestling with the issue of the mental attitude that a worker should bring to the job for over ten years>>>

Hi Egg,

People like us will never find a comfort zone. It is like we were meant for a different time and place.>>>

Well aid Egg. That's what I was thinking, but I could have never expressed myself that way.

Tagging along on repairs is a good idea. It's where I found my ability to diagnose.

Boss and I would go on a roof and he'd ask me what I thought was wrong. I>>>