Going Above and Beyond to Better Your Business

In the state of California, technicians have to be licensed in less than 90 days. Jeremiah Gowens, field representative for EcoShield Pest Control, said his firm requires technicians to be licensed in 60 days. Because they set the bar so high, Gowens said technicians go above and beyond to earn their license within 30 to 45 days — about one third of the state requirement. 

“We take the time with our technicians to grow so we can create the technician that we want and what our customers deserve,” Gowens said. “Other companies if they’re trying to get a technician licensed from the ground up, they’re spending the basic minimal amount just trying to get the guy to pass the test rather than creating a technician that will be able to build a career because he’s a good foundation and knowledge.”

Of course, training employees is necessary in order for them to learn the material needed to do the job, but what about teaching company values and expectations? Help your company grow through its employees with these tips:

Hiring. Training great employees starts with the hiring process. When you welcome an employee on-board, make sure they understand what they will be doing day-to-day and what your expectations are of them. If done effectively, there will not be any room for interpretation. 

“A solid professional development program can create an internal bench of talent and help you move your company to the next level,” Shay Runion, chief human resources officer and senior vice president of professional development, said. “We must focus on customer service and respect the families and the properties we serve. In the pest management industry, we must become life-long learners.”

Establish goals. Having goals is usually encouraged in the workplace, but be involved in setting goals with a new technician. It’s valuable for managers and supervisors to know if an employee wants to move up in a company or one day own a business of his or her own. Take it one step further and assign mentors for new employees. 

“Coaching and mentoring programs are another great option that we are beginning to lay the framework (down),” Alyson Gilleland, a training manager for Arrow Exterminators, said. 

Progress reports. Monitor the progress of each employee. Have supervisors keep a checklist so they know where an employee should be after a certain time. Perform one-on-one reviews to see if goals have changed. Always ask if there is any confusion that needs to be cleared up on day-to-day requirements. 

Encourage. Remember to give praise when it’s warranted, even if the result was not expected, but the effort was there. Encourage new ideas and accept feedback on ways the company can be more productive. If employees are actively trying to save chemicals or money, let them know you noticed. 

“You cannot use a one-size-fits all approach, and a number of factors come in to play,” Gilleland said. “It’s important to focus on what you think is going to be the most effective, and help your team members and company reach their goals.”