Training is a function of management. Many managers of cleaning businesses train employees on each aspect of completing job tasks. Rarely, however, are new employees instructed on “why” they need to complete the tasks the way they are trained to do so.
If workers have no idea of what the real action reasons are, they will decide what is important. This approach to cleaning may not match the company’s reasons for the cleaning functions.
The function of “why” there is a need for training is a perplexing issue. Additionally, many cleaning company owners or managers do not think it is necessary to explain the “why” issue.
The right team
If you can’t trust your technicians with the reasons, perhaps you do not have the right employees. In order to make sure you have the right employees, you need to be sure you are attracting the right candidates. What brand message is your company sending to the marketplace?
Since every action your company takes sends out a brand message, the recruitment of employment candidates is no exception and, therefore, you must answer several questions. How is this currently done? What strategy do you use? And most importantly, what message do those strategies send out to the marketplace?
If your company’s brand message is dirty vans, late appointment arrivals, or, in general, an attitude not in tune with quality service, you lose the battle for great employees.
Certain employment candidate types are drawn to certain motivators. If you require discipline or control of your organization or department, you will attract candidates that will thrive in that environment. Once you have the right employees, you need to show them the values of your company.
Employees need to know what to expect from the company, just as you need to understand what to expect from the employee. Business owners and managers tend to think that most people are motivated, just like themselves — not true. Business owners need to sell the employees on the company’s goals, mission and vision as it will relate to the employee and their place in the firm.
Philosophy from football
Vince Lombardi, the legendary coach of the Green Bay Packers, said the following when a new group of players had arrived for the season: “First I must sell them on themselves, then on the team, then on the season, then on each game and then on each individual play as the most important thing in their lives at this moment.”
Most of us certainly know how this approach worked for Lombardi. The most important aspect of that quote is at the beginning, “sell them on themselves.” Do you believe that every employee is secure in his or her own skin? Many have old habits or bad motivators in their minds all the time.
We have to help them rewire the unaligned issues in their thought patterns and make them understand what is required with your company. How do we do that? It is easy, just be a leader.
You have to inspire employees enough to want to follow your lead. You are not a leader just because you sign the paychecks. Business owners must possess enough leadership skills and human understanding to get a variety of motivated people, all moving in the same direction in order to achieve company goals.
A well-balanced training program will motivate those who can be motivated and also show employees, who are not easily motivated, that the consistent application of training is an ongoing product of the company.
With consistent training, new skill sets are generated, leaving the unmotivated employee constantly behind. Those employees left behind are easily recognizable to managers, who can make the case for additional training or to separate the unmotivated.
However, training is not just for employees. Owners must improve their skills also to keep up with constant changes. Employees who notice managers and owners constantly updating skills or improving themselves will be more willing to accept training sessions and are more adaptable to change — in the company and in themselves.
What a good training program comes down to is this: You will have people who will and people who won’t. It is not the talented versus the untalented or the employees who could versus the employees who couldn’t, rather it is the employees who do and the employees who don’t.
Dane Gregory is the president and CEO of 3-D Corporation, which owns Dr. Clean Consultants, a company that provides technical and management training to companies worldwide. For more information, contact firstname.lastname@example.org