Crazy_Jimmy
Participating member
- Location
- Texas
LOl I reward them for good behavior by giving them a job , isn't that the reward the check you get at the end of the week ?
Dealing with employee lateness / Calling out of work
- Thread starter climbingmonkey24
- Start date
climbingmonkey24
Carpal tunnel level member
- Location
- United States
When I first started I was solo but it wasn't efficient, especially when I had a huge mess to clean up myself or if I had a lot of rigging over a house, etc. Took too much time. But for some jobs it works well.
What do you do about rigging when you're solo, just tie it off and then untie and chuck it, etc...?
climbingmonkey24
Carpal tunnel level member
- Location
- United States
Mostly what I try to do is if it's been a long day or we take a tricky limb down I always make a point to tell whoever is working with me that they did a good job and try to keep the attitude positive (as long as the conditions warrant it). If something needs to be said because there was a mistake or something then I try to make it a learning experience without acting as though I'm mad at the employee.
climbingmonkey24
Carpal tunnel level member
- Location
- United States
Didn't think of that. Actually in the hiring process now. Might utilize this from the beginning.
Wesley Full
New member
- Location
- Minneapolis
I'm the guy that if you start at 7:00 am and you show up at 7:00 am you are late. I also round up their time if they show up early like 6:55 turns into 6:45 and 6:40 turns into 6:30. To me if I'm worried about 10mins a day to be profitable I'm bidding wrong. It's more important to me to get out the door when I want to leave than waiting on a late employee. If they are late and slowing me down I let them know it and round their time down 7:05 turns into 7:15. I let them know that showing up early every day will get them about a $1000 more a year. So far I haven't had a consistently late employee. But if you have one fire them to me it's not worth wondering if I will have help the next day. I would rather know that I'm working solo than have a job I need two guys and have a no show.
Kitchen sink approach. Mostly cut and fly. If rigging, then speedline, aerial friction, and/or lower with captain hook. Sometimes what you're describing, but that is awkward so I try to stay away from it. Usually I can chog a few spar chunks and drop the spar...
southsoundtree
Been here much more than a while
- Location
- Olympia, WA
Lowering with Captain Hook?
Do you catch something securely, then change to a hook for the lower and release (with fiddling?)?
double-whip-tackle
One or several pieces per lower.
-Lower the piece on a sling/ biner.
-Untie the rope end, pull free from biner on ground.
Retrieve rope.
You might rent a tow-behind lift reasonably cheaply, and transport it yourself. Put all the material from multiple jobs on the ground, go back and finish cleaning up the next day.
Do you catch something securely, then change to a hook for the lower and release (with fiddling?)?
double-whip-tackle
One or several pieces per lower.
-Lower the piece on a sling/ biner.
-Untie the rope end, pull free from biner on ground.
Retrieve rope.
You might rent a tow-behind lift reasonably cheaply, and transport it yourself. Put all the material from multiple jobs on the ground, go back and finish cleaning up the next day.
This is, of course, contextual. I don't go around rigging large branches off of roofs with a hook and a grcs... It's more for lowering small/medium stuff in certain circumstances where it just needs to be coaxed away from something like a fence.
I have done as you describe, and whatever else feels within my limits. When you take a full bag of tricks and apply each infrequently, it adds up to a substantial game on small and medium-sized trees in certain circumstances.
The fact of the matter is that when I put myself in a situation with a bit more pressure each time to do more alone with more tools, I gain capacity over time.
A lot of people criticize having a large brush pile at the bottom of the tree. It is not really an issue with a mini skid and saws lying in wait. With the southeast canopy reaching to modest heights, I can bail out half way through, manage brush, take lunch, and go up back to it. Each job is different. I still hire single workers, just less frequently as the gap between my capacity and my crane rental gets smaller. Also, I'm a 50/50 company, 50% removals, 50% other stuff, so I do a lot of solo reduction pruning. Look at my current workflow below - no need for employees, really...
Today I was "gardening" in a 30 ft. tall ironwood plus a 10" back yard laurel cherry removal for the arb trolley (so rough, I know...), tomorrow reduction/subordination pruning in a 18" diameter 40 ft. shumard oak next to house and a 14" elm thining/unclusterf*cking plus a crape myrtle removal, consulting and paperwork on friday, thanksgiving break, then finish a triple 24" spar storm damage hickory half on ground removal (mini is in shop with busted alternator bracket so this is delayed...), visual prospect crowne lyfte on sugarberry, 50 ft. climb to prune minor storm damage and inspect cabling on magnolia, 30" diameter hickory completely on ground to move and mill (uh-oh), brace/cable/prune two medium size cracked live oaks, large live oak half to ground storm damage removal, 80" diameter live oak brace/cable/prune, 5 live oak bridge construction project monitoring, prune 9" and 5" branches in live oak over roof.
I have nothing requiring assistance right now.
My last crane day was last month when I removed three laurel oaks - 40", 35", and 25 feet of a 65" trunk in a back yard. Finished at 3:30. Not fast, but safe, productive, and cleared my back log a bit...
I'll usually have a few big trees in Jan/feb/march, then the tax returns and looming hurricane season (june-nov) will start the big removal cycle again...
southsoundtree
Been here much more than a while
- Location
- Olympia, WA
I'm on your page.
Machines don't drive. An unfortunate reality, at present.
I'd like a radio-control for my mini, and auto pilot for my truck.
What rig are you running as largely a one man show?
Machines don't drive. An unfortunate reality, at present.
I'd like a radio-control for my mini, and auto pilot for my truck.
What rig are you running as largely a one man show?
V10 E350 with beefed up rear suspension, double axle flatbed, Ditch Witch SK650, etc.
southsoundtree
Been here much more than a while
- Location
- Olympia, WA
My one man rig (rarely deployed in this configuration), f600 chip bed with man-cab Boxer 532dx in bed, tools in man- cab, chipper behind.
Mostly, I use a pickup truck as my main truck. I consider a one ton van. I chip onsite more than I don't.
Also have an f450 dually, service body, with wooden box. Mini fits.
I shuttle equipment sometimes using Uber.
Often one employee. Full or part time. Employees are useful. Employees are a PITA.
I look at every job and ask if I can do it solo, possibly with rental lift or crane.
I self-lower as much as I can, unless it's size prohibitive, like negative blocking spars, which frequently don't need to be rigged.
My recent big solo job was a 160' dead Grand fir. (3) 6-7 hour sessions, branches chipped and spread, stump ground, logs stacked for milling, along with a couple other trees stacked.
Plenty of time for food and coffee. Chill pace (steady, full concentration, no distractions aside from the fence and outbuilding below).
Happy customers. Actually let the 10 and 12 year old kids pull the top under grandma's supervision (unneeded pull, they were f'ing stoked to get to pull it).
Wraptor, a nice addition, lower out on a dedicated, controlled speedline, if needed.
Mostly, I use a pickup truck as my main truck. I consider a one ton van. I chip onsite more than I don't.
Also have an f450 dually, service body, with wooden box. Mini fits.
I shuttle equipment sometimes using Uber.
Often one employee. Full or part time. Employees are useful. Employees are a PITA.
I look at every job and ask if I can do it solo, possibly with rental lift or crane.
I self-lower as much as I can, unless it's size prohibitive, like negative blocking spars, which frequently don't need to be rigged.
My recent big solo job was a 160' dead Grand fir. (3) 6-7 hour sessions, branches chipped and spread, stump ground, logs stacked for milling, along with a couple other trees stacked.
Plenty of time for food and coffee. Chill pace (steady, full concentration, no distractions aside from the fence and outbuilding below).
Happy customers. Actually let the 10 and 12 year old kids pull the top under grandma's supervision (unneeded pull, they were f'ing stoked to get to pull it).
Wraptor, a nice addition, lower out on a dedicated, controlled speedline, if needed.
I really don't get the tree guy/manual labor job obsession with 7am or earlier start time. None wants to listen to a saw before 9am.
Maybe your employee's body is naturally inclined to wake later. How late are they, how valuable/useful are they. Is it worth shifting the work day 30 min if that solves the issue?
People, perhaps boomers specifically may chafe at the idea, but the "you should be thankful to have a job" power dynamic is getting old. The labor market is a two way street. One could churn through a string of "useless" employees, who may have been very valuable with some flexibility.
All this from my one man outfit armchair.
Maybe your employee's body is naturally inclined to wake later. How late are they, how valuable/useful are they. Is it worth shifting the work day 30 min if that solves the issue?
People, perhaps boomers specifically may chafe at the idea, but the "you should be thankful to have a job" power dynamic is getting old. The labor market is a two way street. One could churn through a string of "useless" employees, who may have been very valuable with some flexibility.
All this from my one man outfit armchair.
jefftheswede
New member
- Location
- San Diego, North county
You are obviously speaking for the small 'mom and pop' operation,
I doubt many tree company's set there schedule according to the employee's biological clock,
It also has to do with your demographic's,
We are 35 miles north of San Diego, if the job is down there, that is about an hour and a half drive,
all the crew get paid from the time they get to the yard until they leave at the end of the day,
if a guy can not get to work at a set given and agreed to time, fire him.
Jeff
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limbcontrol
New member
See here is the thing. One or more employees late or not showing up can cause 4 crews to be re-configured at 7:10am so they all will get through the day with proper staff. Better make some quick last minute decisions! Pulling one guy from this crew to jump on that crew for the day. Then once that's sorted out one or more crews left the yard late. Having guys sit idle while management is sorting it out after they are all clocked in. You want to know what a half hour costs me?
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climbingmonkey24
Carpal tunnel level member
- Location
- United States
I personally like starting between 7 and 730. Even get to the job site before 7 to get set up, especially in the Summer. It gives you opportunity to get more done, in the Summer it's nice and cool in the morning so you can get a jump on heat, and if you finish all your work early and there's nothing left to do you get to go enjoy the rest of the day. I personally am a morning person. Love being up before the sun is....get a jump on the day.
wyoclimber
Participating member
- Location
- Cody, WY
I’m also really not a big fan of the attitude that you’re lucky to have a job, or that you’re paycheck is your reward. A good company is a symbiosis. Employees are just as responsible for a company’s success as the owner is. That should be acknowledged and valued. I’ve owned my own company for just shy of 5 years, so I feel like I’ve got a bit of perspective on both sides. I’ve been an employee recently enough to remember the things that bothered me about a company and had enough employees that I can appreciate the business owners challenges.
I’m not a particularly early riser, but I’m a skilled Arborist and a hard worker. The reason why it’s beneficial to the company to “cater” to my biological clock is that my productivity spikes at 8-8:30. Before that, I’m there, but I’m physically incapable of working at my peak efficiency. It doesn’t make me lazy, it’s just a physiological difference between me and someone else.
As far as rewarding people for doing their job, there are numerous studies that show rewarding people for effort rather than achievement is more effective. If I make my employee feel valued for doing my base expectations, they are going to work harder for me.
Motivation seems to be the biggest generational difference. I recently wrote a paper on this and did a lot of research about actual vs. perceived generational differences. Millennials actually put in more hours, take fewer vacation days and are more likely to take their work home than both Boomers and Generation X but they seem to have different motivations. Perks and financial incentives seem to work well with older generations, but Millenials would rather have “purpose” in their work.
Your managerial style really comes down to a choice. Do you want to count on the “right” candidate walking through your door? Or would you rather learn to cultivate and build skilled and loyal employees?
I’m not a particularly early riser, but I’m a skilled Arborist and a hard worker. The reason why it’s beneficial to the company to “cater” to my biological clock is that my productivity spikes at 8-8:30. Before that, I’m there, but I’m physically incapable of working at my peak efficiency. It doesn’t make me lazy, it’s just a physiological difference between me and someone else.
As far as rewarding people for doing their job, there are numerous studies that show rewarding people for effort rather than achievement is more effective. If I make my employee feel valued for doing my base expectations, they are going to work harder for me.
Motivation seems to be the biggest generational difference. I recently wrote a paper on this and did a lot of research about actual vs. perceived generational differences. Millennials actually put in more hours, take fewer vacation days and are more likely to take their work home than both Boomers and Generation X but they seem to have different motivations. Perks and financial incentives seem to work well with older generations, but Millenials would rather have “purpose” in their work.
Your managerial style really comes down to a choice. Do you want to count on the “right” candidate walking through your door? Or would you rather learn to cultivate and build skilled and loyal employees?
Interesting stuff here, http://www.bbc.com/capital/story/20171114-why-you-shouldnt-try-to-be-a-morning-person
climbingmonkey24
Carpal tunnel level member
- Location
- United States
Depends on if it's the weekend too I would say. If I'm working weekends or on a Sunday I'm not gonna start a chainsaw at 8 am. But personally I just like getting out and going early. Get ahead of the day. Personal preference I guess.
In regards to employees not showing up that early, another thing I guess is going there by yourself and getting started on what you can do solo and then telling your employee to show up at a certain time when you know you'll need help. Depends on how big of an operation you got going I would say and what the job is and how much equipment you have. In other words do you need someone there with a log truck, bucket truck, bobcat, etc.
