Struggling Staff? How to Fix It with Better Processes and Training
Struggling Staff? How to Fix It with Better Processes and Training
Hello, manufacturing community! If you’ve got a staff member who’s dropping the ball—or new hires who can’t seem to get up to speed—you’re not alone. It’s a headache every business owner faces at some point. But before you write them off, let’s dig into what’s really going on. I’ve seen it time and again, and it boils down to three things: the person, the process, or the training. Spoiler alert—it’s usually not the person. Here’s how to figure it out and fix it for good.
Step 1: Pinpoint the Problem
Start by zeroing in on where they’re struggling. Is it operating a specific machine? Packing orders without errors? Managing inventory? Whatever it is, don’t just guess—watch them in action. For example, I walked into a factory once where newbies kept botching a welding step. The manager blamed “lazy hires,” but it turned out no one had shown them the right technique. So, pick one process that’s tripping them up and focus there.
Step 2: Document It, End to End
Next, write down that process from start to finish. Don’t skip the small stuff—every click, turn, or check matters. Say it’s packing an order: document how to pull the item, check it against the ticket, wrap it, label it, and stack it. Be clear—think like you’re explaining it to someone who’s never seen it before. This isn’t just a chore; it’s your blueprint for consistency. I’ve seen businesses cut errors by 30% just by having a one-pager anyone could follow.
Step 3: Train Like You Mean It
Now, sit your team down—new hires or old hands—and walk them through it. Don’t just hand them the paper and hope for the best. Show them. If it’s a machine, run it yourself first. If it’s a checklist, do a mock run. I once helped a client train staff on a cutting tool—they’d been told “figure it out” and were wasting material. After 20 minutes of hands-on demo, scrap dropped by half. Make it stick—answer their questions, let them try it, and correct on the spot.
Step 4: Give Them Time to Sink In
Hand over the documented process and let them breathe. A week or two is usually enough—don’t rush it. Tell them to keep it handy, like a cheat sheet, and encourage them to ask if something’s unclear. This isn’t babysitting; it’s setting them up to win. One manufacturer I know gave their team a laminated process card for a tricky assembly line step—two weeks later, output was up 15%.
Step 5: Retest and Tweak
After that break-in period, test them again. Have them run the process solo while you watch. Are they smoother? Faster? Still fumbling? If they’re solid, great—you’ve cracked it. If not, look closer. Is the process itself clunky—too many steps or vague bits? Fix it. Was the training too rushed or hands-off? Do it again, better. I’ve seen cases where a process looked perfect on paper but was a nightmare in practice—tweak until it flows.
What If It’s Still Not Working?
If they’ve had the docs, the training, and the time—and they’re still off—then yeah, it might be the person. But that’s rare. One business I worked with swore a guy “just didn’t get it” on a CNC machine. Turns out the manual was outdated, and training was a 5-minute chat. Once we fixed those, he was their best operator in a month. Rule out process and training first—then have the tough talk if you must.
Why This Matters
Getting this right doesn’t just save one staff member—it saves your business. Clear processes and solid training mean fewer mistakes, less rework, and a team that can grow with you. It’s not about coddling; it’s about building something that works, whether you’ve got 5 staff or 50.
So, try it this week: pick one struggling process, document it, train it, and test it. You’ll see the difference. What’s the toughest staff issue you’re facing right now? Drop it in the comments or shoot me a message—I’d love to hear how this lands for you!
