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Training new folks, esp. those that don't quite "get it"8/9
How do you all work with new hires, who have no previous finishing experience, and they struggle to 'get it' in the spray booth, regarding prep and primer sanding?
Backstory, I've noticed two basic types of people are out there. With a good trainer, many of them will pick up on the fine details fairly quickly (a day or two), and while maybe a bit slow, they seem to produce good product rather quickly.
Others, not so much. They seem to grasp the general concept, but end up spending enormous amounts of time on a door, and the final product has missed details that shouldn't have been missed.
I have a few that are like that at the moment, and I admit that I often have a hard time helping them see the big picture, and that a very high quality product is possible (and, necessary) when done with a good dose of hustle.
Just for reference, I typically have new-hires spend their first full few days working alongside an experienced sprayer, so that they can have one-on-one interaction, and we have other people doing the background stuff.
We have a 30 day probation period. Some people don't get it and we part company.
I'd never put someone with 0 skills in the finishing room. I consider that a skilled trade and hired accordingly. Most shop skills can be learned, but I'm not putting them on the most critical work.
We have a similar policy, and just like you, we have to use it sometimes.
What's frustrating is that sometimes, it seems like they should be grasping it-- they are intelligent, they just seem to get lost in all the details.
Our labor pool here isn't at all such that we can just go find a better fit without a LOT of behind the scenes wrangling. Especially anyone with skill, those days seem to be long gone. Even skills from other similar trades. It seems that anyone that is quality isn't looking for greener grass.
My reply above was to Bill about the probationary period. It's definitely necessary.
Rich, I can understand your policy. That is definitely a skilled position, thankfully I have a couple guys here that are skilled, but I trained them personally. I'm not in a position now that I can do that quite as much.
We just can't take that same policy here. Talent pool available to us just won't support it. Every time I do get an experienced finisher, they bring so much baggage with them (need to borrow money to buy a car, want to change all the procedures to conform to their last place even though they gossip about how bad it sucked, etc).
I suppose the group I'm talking about in my original post are NOT the ones that are just straight up bad fits. I'm talking about the ones that show potential, show up for work on time, show heart and ambitions, but just struggle to see just how much GOOD product can be accomplished in a day.
I want to see these guys succeed because I see their potential.
In the same boat with the labor pool.
I try to encourage them as much as possible by celebrating every time they get a win. It helps with getting them better but it does take a little while.
When hiring, I look for attitude first and then figure out where to put them.
You have to admit it's going to take a different type of person that wants to start a career handling and inhaling chemicals all day long. Just that alone will limit the labor pool.
You forgot the nonstop sanding, breathing off gas, wearing a suit & respirator. Spending your whole day in a metal box moving around parts.
The guy spraying is never happy with your prep work. The boss is never happy because it all takes too long. He's a shop guy and never gets the finishing estimate correct.
We see it as a necessary evil. I can't imagine just finishing everyday.
Rich, I know what you mean lol. But I'm one of those that rather enjoys the spray booth most days until you hit that day that you have that one stain that won't behave properly, then it really sucks lol.
I have a guy back there now that has a lot of natural talent, all I had to do was show him just how good he could be, and he caught right on.
But like most with that sort of natural talent, he's struggling to train others who don't see it as obviously as he does.
We take good care of that guy.