One definition of effective training is that which brings about a change in attitude and action. If you have identified key metrics you then can have a base of comparison. This can be simple or complex. My suggestion is that you keep it simple with the “snapshot” effect.

A snapshot is just what it sounds like. For example, if your current productivity is 3,500 SF/hour and your goal is 4,400 SF/hour the trainer has a target to work for. He/she may evaluate current equipment, training processes, tools, chemicals, etc. to determine how to focus his time. He/she may want to observe crews in action so that he has an idea of how the cleaning process flows at a key account. If he observes workers using antiquated systems such as string mops, low speed scrubbers and ineffective chemicals for large areas, he may drive towards using automated equipment, scheduling and retraining so that part, or all, of the gap is closed.

If it is reducing valid complaints from 40/week to 20/week, he/she may evaluate the current quality control process (and software if in use) to identify ways of identifying areas that need further training and follow up. He/she may be especially interested in repeat complaints or areas where there are more complaints than others. He may also want to look at the days when complaints are highest and/or lowest. This may include matching complaints with individuals to look for trends. Remember that the trainer can provide about any level of service or training you choose.

Your comments and questions are important. I hope to hear from you soon. Until then, keep it clean...

Mickey Crowe has been involved in the industry for over 35 years. He is a trainer, speaker and consultant. You can reach Mickey at 678-314-2171 or CTCG50@comcast.net


posted on 10/29/2015