It Starts With Training
Formal training feels like work…because it is. However, this traditional approach to training and education in a stereotypical classroom setting is not happens at DECO Coatings. Classroom time is actually the smallest portion of training.
At DECO, learning a trade has 3 main parts:
- Work application
- On the job training (OJT)
- Classroom time
“Each part is carefully structured and designed to hone working skills gained from OJT and classroom. Learning a skill requires doing it over and over — the right way with an industry standard outcome.”
Janet South – Deco Coatings, President
Hiring and On-boarding
DECO’s training begins directly after hiring, during the on-boarding process. New employees are trained on safety standards and professional behavior in the workplace. This may sound elementary, but so many new hires don’t know rules for cell phone use, smoke breaks, and personal protective equipment until we go into depth about the what-when-where-and why’s about it. The next steps are methodical processes which prepare the individual to perform specific task assignments that are evaluated and determined during the on-boarding process.
Training Is Assignment Dependent
DECO’s apprenticeship program (we also host a trade school on campus) is ongoing for employees who work at their own individual pace; this is part of our specialized program designed by international industrial coating experts to make sure that no one is put in a position without being competently trained and prepared for it. This significantly reduces re-work for a lot of on-the-job mistakes.
Formal training requires work experience with the time to learn how to achieve industry standards consistently, which requires the daily grind of working on taught skill sets while adding new ones. Since moving on to the next training module is performance-based, our employees are constantly driven to gain higher skills.
Motivation Is Critical
Another reason our employees love working with us is that they are paid for classroom training, job training, and work. This is a huge driver for improvement and high-skilled labor: when compensation increases as employees apply standardized skills.
In addition, we train our team members on the value of daily “soft skills” such as consistently showing up on time with PPE and personal tools ready to work. DECO rewards team members who demonstrate performance of consistent skill sets. And while the apprenticeship is structured, individual development progression allows growth at a personal pace. This continued learning is not just encouraged for our skilled on-site labor, but also for our upper-level management who also gain more certifications and accolades.
Creating a positive work environment that is consistent and structured can greatly improve your team’s output, not just in quantity but also in quality. And creating a strong motivation, like rewards and events for employees, is what we consider the icing on the cake!