Training is an essential part of preparing your employees for daily tasks and procedures. This is especially true for workers in the construction industry, who utilize potentially dangerous equipment on job sites filled with inherent risks. Although training often takes place in the first stages of the hiring process, new developments in the construction industry have rendered the need for continuous training an absolute.
Although training can be very beneficial, ineffective or superfluous training can be costly and stagnate your project timeline. The Orlando construction lawyers at Cotney Construction Law know that striking the balance between safety and productivity can be difficult to manage. We designed this short two-part guide to help you identify when your workers need additional training.
Introducing New Technology
New technology often has a steep learning curve. Although developers do their best to create intuitive, user-friendly technologies, training is usually required to get the most out any new systems or apparatus. If you plan on utilizing new technology, tools or equipment, it is important to provide workers with comprehensive training. This training might slow project growth initially, but once your team has completed their training, daily procedures should be faster than ever before.
Falling Behind Schedule
Schedules are designed to be tentative, but your goal is always to follow your timeline and finish a project on time. If you find that your workers consistently fall behind schedule, you may need to address these deficiencies with more training.
Noticeable Skills Gaps
Gaps in skill always exist in the workplace. Certain employees will adopt new skills more quickly than others, and some will exhibit signs of leadership potential. Maximize the utility of talented employees who stand out among their peers by offering them additional training. Ideally, they will be able take on additional responsibilities and advance to a higher position within your workforce. Instead of looking externally for a qualified worker who fits your needs, develop your own that can also serve as an example of what hard work can achieve for current employees.
Maintaining a skilled workforce requires an ardent dedication to training. You can’t view training as a “one-and-done” ordeal. Instead, try to view training as an opportunity to continuously elevate your employee’s potential. While no amount of training can fix flawed coaching or unqualified recruitment, it can turn a good employee into a great employee, and a great employee into a future leader.
In part two, we will explain more signs that your workers need additional training to reach their pinnacle.
Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.