“However, noticing details is the key to setting a company apart from others and achieving great results. A crew member or crew leader will need to know to look beyond a checklist of ‘to do’ items.” It’s also important to address when a


new hire displays a bad habit they may have picked up at a previous company. “We just say, ‘That’s not the way we do things here at Davey Tree,’” Fitzgerald says. “This is the way we’d like you to do it.’”


Word says managers and crew leaders will explain why they do something dif- ferently and demonstrate how they want it done. He says reinforcing this behavior takes time and frequent reminders. Evans notes that some of their best management practices have come from new employees or other partners in the industry. “My mindset as an educator is I am


open to anybody’s idea,” Evans says. “I tell people this in new associate orientation if you come in and you have a better, safer, more efficient way of doing some- thing. I’m all ears because I’m a business owner, and I want to use what you know.”


UPSKILLING AND CAREER ADVANCEMENT If you want your team members to continue to upskill, it’s crucial to tie this to their career advancement. Fitzgerald says they offer compensa-


tion to employees who obtain different licenses like irrigation or arboriculture because they are bettering themselves and the company. Word says they are continually refining and enhancing our training program. He says soon they will offer optional classes that will be tied to bonuses and pay rais- es once a team member has completed a certain level course in our plan. “We want this to reward them, but it will also require them to demonstrate the initiative to take advantage of oppor- tunities outside of standard work hours,” Word says. For Ryan Lawn & Tree employees


seeking out the senior specialist level, they have it tailored to the associate so they can choose between three different tracks. For instance, if they work in the turf category, they can choose to go the research and agronomy route, manage- ment route or the trainer route.


“We’re trying to develop them, but


we want them to be able to go out and figure out how to develop themselves,” Evans says. “At the senior level, we’re really pushing people to choose where they want to go in the future.” Evans adds that even if an employee


isn’t interested in the management route they are still paid at the senior specialist level because they have the utmost respect for their ‘green collar’ workers’ technical knowledge. TE


KEYTAKEAWAYS


 Regular employee train- ing is essential to develop technical skills, align with company culture, and maintain a competitive edge.


 Hands-on, field-based training resonates the


most with employees, offering real-world appli- cations of learned skills.


 Tying career advance- ment to training motivates employees and incentivizes them to grow.


PROTECT YOUR LANDSCAPE BUSINESS WITH TAILORED WORKERS’ COMP SOLUTIONS


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Contact Drew Garcia today: drewgarcia@ranchomesa.com | 619-937-0200


National Association of Landscape Professionals 17


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