Forming A Carpet Care Training Program
Training is an effective way to improve service and motivate employees.
Developing a consistent training program is one of the most effective ways to properly motivate employees and ensure proper techniques in the field.
In order to be effective, though, you must start with the end in mind.
This means creating a set of standards that must be accomplished.
Problem Areas And Guidelines
When speaking about carpet it is important to identify the problem areas first.
From there, you can then establish guidelines which will drive your training program.
Whether creating a new or upgraded program, these concepts are still the main passageways to improve services.
The same is true for training that is conducted to change the way things are currently done or to adapt to a completely new cleaning procedure — encapsulation is an example.
Finding appropriate solutions for errors or inefficient procedures should be a process included for everyone from front-line employees to distributors or purchasing agents.
Having everyone involved in this process will safeguard against misinterpreted information and neglected oversight.
Establishing standards and learning outcomes requires that the trainer, or assessing supervisor, truly understand what the problems are and how they can be fixed and prevented in the future.
Common Carpet Care Concerns
Carpet care, especially in a commercial setting, has numerous common errors that waste valuable resources.
First things first, utilizing daily vacuuming is essential to promoting a long carpet lifespan and it loosens the burden on spot removal.
Also, there are the ancillary benefits that carpets provide, such as sound reduction and indoor air quality (IAQ) improvements.
Educating staff members on these benefits and their long-term effects should be top priority in a training program.
The next step is to plan accordingly for the training program.
Providing understanding and educating workers about the “whys” gives them a solid foundation to develop the “when,” “where” and “how.”
This concept applies to the more damaging tasks as well as extraction, spotting and any necessary repairs.
Over-wetting and improper chemical use are several of the main issues involved with today’s workplace.
Touching on these key points are the learning outcomes for a training program.
Having a detailed set of deliverables, learning outcomes or standards, allows the training to teach to a point.
Rather than giving information and snippets of facts, trainers can train with the end in mind — their necessary outcomes.
Creating The Lessons
Once these training processes have been completed it is time to devise exactly how you are going to instruct the lessons.
There are numerous studies that show a person’s attention span is usually around 15 to 20 minutes for classroom style training classes.
This means that it is essential for trainers to incorporate numerous styles into their training sessions; videos, PowerPoint presentations, group work and individual challenges are a few ways that classroom sessions can be livened up.
There should also be additives of both on-the-job training and hands-on training.
The difference between these styles is that hands-on demonstrations allow the trainer to control the situation.
On-the-job training, especially with crews spread thin, can throw curveballs, depending on the situation.
Hands-on training in a conference room could be the best option.
Those attending training should know what they are going to learn during the session, how they are going to learn it and what they should expect regarding evaluations on the subject(s).
In conclusion, there are a variety of certifications available that can help firm up your commitment to excellence.
One of the great advantages of these certifications is they verify that knowledge has been retained by those participating.
If you are a contractor you can use these certifications as selling points and competitive advantages against your competition.
In-house staffs see these certifications as a badge of honor that can be leveraged with administration to achieve higher pay bands or other forms of compensation.
Raising the bar is the first step for any organization looking to increase their services and lower their costs.
Matt Moberg is a trainer for the Cleaning Management Institute (CMI), the facility management training and certification arm of Cleaning & Maintenance Management magazine. With several years' industry involvement, including in-the-field experience as an end-user, Moberg is cognizant of JanSan trends and strives to help train and educate facility professionals every day. He can be contacted at (518) 640-9172 or MMoberg@NTPMedia.com. For more information about CMI, visit www.CMInstitute.net.