Keeping Crews and Individuals Focused

[James Fairfield]

I have recently been giving heavy thought to the lack of skilled workers entering our industry. There seems to be a higher amount of those that want to enter the field as more an administrative capacity rather then a field crew member roll learning from the ground up. Now, as I understand and agree this is best for some as they are not cut out for knuckle dragging work nor the environment it brings, I also see how this problem won't be solved anytime soon IMO. That then leads to my question for you all in a management roll...

How are you keeping morale up, crews focused, and individuals on point in order to retain your crews size as well not lose the talent driving things forward?

I have been giving a lot of thought to my past leadership rolls as well more so to those that have lead teams I have been on with great success. They all did one thing very well when I think about it, they all were able to keep the team focused on the goal. Not just over all goal ( although hugely important) but the small goals that lead to the over all picture. They taught the man or women under them how to do their job and expected that person to do the same to those under them. We all in the end felt like we had an ownership in what was going on each day and into the future. I would take it as far as always having the crew I was running know in the morning prior to leaving the yard, how many jobs for the day, what they all were, where they are and guesstimated time I felt we could get back. Doing this meant that even the newest ground person would have a feel of ownership and belonging to the crew as well the company. This being only one small thing to help resolve the possibility of losing crew members, I would love to hear what you all do as well.

 

[VenasNursery]

I have recently been giving heavy thought to the lack of skilled workers entering our industry. There seems to be a higher amount of those that want to enter the field as more an administrative capacity rather then a field crew member roll learning from the ground up. Now, as I understand and agree this is best for some as they are not cut out for knuckle dragging work nor the environment it brings, I also see how this problem won't be solved anytime soon IMO. That then leads to my question for you all in a management roll...

How are you keeping morale up, crews focused, and individuals on point in order to retain your crews size as well not lose the talent driving things forward?

I have been giving a lot of thought to my past leadership rolls as well more so to those that have lead teams I have been on with great success. They all did one thing very well when I think about it, they all were able to keep the team focused on the goal. Not just over all goal ( although hugely important) but the small goals that lead to the over all picture. They taught the man or women under them how to do their job and expected that person to do the same to those under them. We all in the end felt like we had an ownership in what was going on each day and into the future. I would take it as far as always having the crew I was running know in the morning prior to leaving the yard, how many jobs for the day, what they all were, where they are and guesstimated time I felt we could get back. Doing this meant that even the newest ground person would have a feel of ownership and belonging to the crew as well the company. This being only one small thing to help resolve the possibility of losing crew members, I would love to hear what you all do as well.

Too start off in the morning before employee’s show up
Unlock and start trucks (only in the winter)
Check fuel

when employees show up

Ask them how their evening was
Explain my ev
Explain today’s schedule
Go over route and truck and equipment placement
Any danger or highly sensitive areas

We go to local gas station every morning to fuel up and let the employees cooler up
Talk to our local people at station (high school reunion)
Before we pull out with our trucks I wait for a thumbs up from every driver

Once we park our truck We turn on our communicators
Cone off all vehicles and equipment
All employees gets introduced to h/o and we all do a walk around so everyone is on the same page and any questions gets answered
Talk to neighbors (if needed)

try to take a small break at 10:00

try to buy the crew lunch at least 2-3 times a week
Let them decide when lunch time is

try to take a small break at 2:00

let everyone know that if they get tired-bathroom or anything no biggie

never use h/o bathroom

I never enter anyone’s home (always say I stepped in dog shit )

we try to be back to shop by 3:30 so we can dump and load up for the next day

we keep baby wipes in all of the trucks and it’s the driver’s responsibility to wipe down the whole inside of the trucks every end of the day (keeps the trucks looking NEW)

I feel my program works for me and my employees respect me and my equipment also each other
We all are a team

much like the avengers we all have specialty and weaknesses and use them to our advantages!!

 

[Reach]

We give a lot of freedom to the crew in deciding lunch time, breaks, etc. Crew members also get say in new policies, before they’re implemented. A big thing we do too is performance-based bonuses of sorts, if a crew meets their weekly sales goal, Friday when they get back to the shop everyone on the crew gets a restaurant gift card; usually around $20-25. That’s really made a difference in morale.

 

[flushcut]

Short answer: a whip and a bull horn

 

[flyingsquirrel25]

Some people are just not cut out for this industry and should have no part in being in it! Period!!! Those people are very easily identified and normally run their course without any issue. Those that show up on time, do their job, do extra even... those that offer to do more, want to learn, stand over your shoulder with everything you do just to learn something, these are the people that effort needs to be put into.
Today for example, 4 of our last 5 crane days its been raining. Man it makes it miserable, wet slippery, foggy... Nothing is easy. We finished up just before noon, and rather than "jam" another job in (lord knows I could get something off our plate), we let the crew clean the trucks up and go home for the day with pay.
We seem to have a pretty good core now (crew of 3), would it be nice to have a 4th, yes... But I am not going to wet nurse someone that does not want to be there just so they can have a pay check.
So we will continue to hire and weed out folks until we find people that want to be here for more than a pay check. Then we will invest in them.

 

[southsoundtree]

Every new hire, I tell that just like almost everyone is not cut out to be a teacher, a nurse, a lawyer, tree work is for almost nobody (very, very small segment of the population).

If it's not for them, there is no shame in finding what is for them. I used to be a hit and miss waiter at a 4 star restaurant. I made a new opportunity for myself, and quit.





A lot of people don't know how to take care of themselves, as athletes. Prep before work (like wake up and start drinking water), at work (fluids, good foods, appropriate pacing and breaks) and after work(out).

I try to always have extra food on the truck. I tell them they should leave everyday with food, but if they run short, there is food in the truck (sports bars, PBJ/ bread, water) and if I'm running out, will get them coffee/ energy drinks.

The cost/ benefit ratio of buying things to be sure everyone is operating with good food, water, caffeine intake is worthwhile.


After giving employees the mind-reading test, I let them know that I'm also terrible-to-incapable of mind-reading, as well, so they will need to let me know how they are doing, and if I ask them how they are doing, I need them to be honest with me.

I let them decide when they will want a break, as well as calling a break between operations/ natural breaking point, as appropriate.
I can't hand-hold them about their energy level, food/ water needs, etc.

 

[OasisTree]

Always practice the Golden Rule...never ask them to do something you would not do, and prove it!

And although I agree that there are many that are not cut out for tree work, my team is made up entirely of individuals that had no prior experience in the tree industry.

Don't be afraid to train newbies... if they don't have any prior experience, you don't have any bad or inefficient habits to un-train. Also, I have found that they can and will have some very good ideas to apply to the work at hand.

It has been my goal that as much as I can afford it I will have every tool available for them to work efficiently and safely.

 

[evo]

Every new hire, I tell that just like almost everyone is not cut out to be a teacher, a nurse, a lawyer, tree work is for almost nobody (very, very small segment of the population).

If it's not for them, there is no shame in finding what is for them. I used to be a hit and miss waiter at a 4 star restaurant. I made a new opportunity for myself, and quit.





A lot of people don't know how to take care of themselves, as athletes. Prep before work (like wake up and start drinking water), at work (fluids, good foods, appropriate pacing and breaks) and after work(out).

I try to always have extra food on the truck. I tell them they should leave everyday with food, but if they run short, there is food in the truck (sports bars, PBJ/ bread, water) and if I'm running out, will get them coffee/ energy drinks.

The cost/ benefit ratio of buying things to be sure everyone is operating with good food, water, caffeine intake is worthwhile.


After giving employees the mind-reading test, I let them know that I'm also terrible-to-incapable of mind-reading, as well, so they will need to let me know how they are doing, and if I ask them how they are doing, I need them to be honest with me.

I let them decide when they will want a break, as well as calling a break between operations/ natural breaking point, as appropriate.
I can't hand-hold them about their energy level, food/ water needs, etc.

This reminds me of a study and story I came across.. some guy too the food bill for two weeks at a old logging camp. They divided by the number of worker at meals per day. They found the adverage caloric intake to be somewhere around 6,000 calories per day per person.
Food is fuel, happiness and warmth.