motivating your crew

[mstc1090]

i am looking for any suggestions on how to motivate my groundman without having to bark orders and have him get pissed off because of it. we do line clearance and bucket work. it seems that he is more interested in who is texting him and what else is going on besides what is going on at work. any suggestions would be great because i am about ready to throw the phone through the chipper. thanks, matt

 

[jmcscrap]

That's a tough one. Sometimes you just can't get through to them and nothing will motivate them. People always say money is a great motivator. I know that letting the guys feel like they are making some of the decisions and being an active member of the crew has worked for me in the past. Give him something he is responsible for and let him take pride in it, something as small as being the go to guy for sharp chains, or keeping the truck clean. These things have a tendancy to carry over to other parts of the job. Again though, some people are just never gonna get it!

 

[treehumper]

Are you in a leadership position? Do you have the right to discipline him? If so then check the company handbook on policy or local employment law. Then start with the first incident disciplinary action, usually a verbal warning with a requirement to improve within a given period of time. Make it very clear that this is against company policy (if it is, if not then have a policy drawn up) and it could lead to his dismissal. Don't bluff. If your serious and he sees that then he'll be motivated to change or leave. End of the day he's not a good groundsman if texting takes priority over the job at hand.


BTW, this is not an issue of motivation but of unsafe and improper behaviour on the job.

 

[Sylvia]

"...improper behavior on the job."

My thoughts, exactly. If you had an office job and spent most of it talking on the phone with friends, I would be willing to bet your supervisor or boss would have a few things to say.

I am co-owner of our "company" small that it is, and I don't talk on the phone during a job. I might answer the phone if we are driving to and from a job, but once at the job you work...that's it.

As said, if it isn't a policy, get it made one...no talking on the phone or texting except during designated breaks.

Sylvia

 

[Winterbush]

I fired my whole crew today. How is that for motivation.

 

[southsoundtree]

Doesn't sound like one you can motivate.
Maybe you'll replace him. Did he seem like a good hire, or just good enough?

 

[wilson]

A box by the time clock. Punch in phone gose in, Punch out phone comes out. One company phone on the job for emergancys. A personal phone on the job is a privilage. My personal opinion any way. This is a problem that plauges every day life. How often do you get in a near miss on the road caused by a phone? How often dose the person in the suppermarket stop directly in front of you or block the isle with a redicules ring tone because whatever is going on over the phone is so much more important than everyone elses time and safty? I dont like phones can you tell!!!

 

[boreality]

A general rule of crew motivation would be to start out harsh. Then expose the true softy once they earn it. If you start out soft it becomes a battle when things aren't working.

If you smell a real problem the first day it won't come as a surprise when they are fired in the first hour (for being on their cell phone during training).

 

[banjo]

How are your work days set up? Do you work guys till sundown? Do you finish a big job and then move on to the next or go back to the shop? Some bosses will work their guys to the very limits of what can be done in a day and then do it again the next day and so on. I've seen crews who work for guys like that having no ambition whatsoever. What's the point in working hard to get the job done if you can never get it done, know what I mean? I think threats of punishment would only sour the relationship further. I'd start with positive reinforcement.

Or.. you're to slow and need to put more brush on the ground. Ha

 

[southsoundtree]

Compliments are free and easy. Use them when earned, whether this is a good catch on a negative blocking rig, a smooth day overall, or whatever. Just make sure it is proportional to the achievement.

This balances the criticism. Make sure the implications of the action being criticized are concrete and spelled out, so its not just you "b*&ching" for not real reason.

If he is your employee, then plain and simple, "You have shown that you can't balance using your phone at an appropriate time in work. You can use it during breaks and lunch only. The next time you are doing something dangerous like not paying attention because of the phone during work, you will be fired." Document these past problems in writing. Have a place for his written response on your Disciplinary Action Form (start with something simple if you don't have one). Document what will happen differently (no use during work), and the repercussions if he doesn't stop (termination due to unsafe work practices and not working during work time). Make sure that there are appropriate times during the day for him to use the phone if they will be allowed on the worksite (15 min break in morning or afternoon, and a scheduled lunch).

I let my guys use their phones within reason, but not during the middle of rigging operations, etc.

They can always say to me, "Is this a good time to make a 5 minute call?" or "I need to text someone something. Is this a good time?"

Its easy to say 'yes', or 'no', or 'let's get this top out of the tree before the wind picks up, then we'll stop for a few minutes (or 10 or 15) break.'

If he's not your employee, you can just tell the boss that you are concerned about productivity, as you can't work while your ground support is not ready to work safely, as its a team effort. You are concerned about both safety and productivity, and you need to let the boss know that there is a problem. You don't see the need for the boss to pay you both, plus insurance... for him to be texting people.