Today in 5 Minutes or Less, You’ll Learn:
✔ The Training Trap → Why most contractors fail at building effective training programs.
✔ Quick-Win Strategy → How to get new hires contributing productively in their first week.
✔ Process-Driven Training → A practical approach to aligning your training with your core business processes.
✔ Daily Discipline → The secret weapon that separates 7-figure contractors from the rest.
✔ Training Rollout → How to introduce and reinforce your new training program for maximum impact.
✔ Measuring Success → Key metrics to track the effectiveness of your training efforts.
Ever heard a contractor brag about how they “don’t need no stinkin’ training program”? Yeah, me too. And let me tell you – that attitude is costing them big time.
Here’s the deal: Without a solid training strategy, you’re basically flushing money down the toilet and watching your best people walk out the door. But get this right, and you’ll build a team that is DRIVEN.
Let’s dive in!
Training New Hires Isn’t a “Nice to Have” – It’s Do or Die
Listen, I get it. Training takes time and effort. And there’s always another fire to put out.
But here’s the harsh truth: If you’re not investing in training, you’re gambling with your company’s future.
I learned this lesson the hard way early in my contracting career. I thought I could just hire “good people” and let them figure it out. Man, was I wrong.
High turnover, inconsistent results, and a whole lotta headaches were my reward. It wasn’t until I got serious about training that things turned around.
Why is training so critical? Three big reasons:
- It gets new hires up to speed FAST. No more months of trial and error.
- It keeps your best people engaged and growing. Bored employees leave.
- It ensures everyone’s following your proven systems. Consistency is king.
Ignore training, and you’re basically telling your team: “Hey, just wing it!” Is that really the message you want to send?
Your Training Program: Build It Right or Don’t Bother
Here’s where a lot of contractors mess up. They slap together some powerpoints, do a couple ride-alongs, and call it a “training program.”
Newsflash: That ain’t gonna cut it.
A truly effective training program needs:
- A clear schedule and structure
- Connection to your company culture and “why”
- Step-by-step breakdowns of your core processes
- Regular reinforcement and practice
- Ways to measure and improve results
Remember: You’re not just teaching skills. You’re indoctrinating new team members into your company’s way of doing things.
Get this wrong, and you’ll create confusion, frustration, and a revolving door of employees. But nail it, and you’ll build a loyal, high-performing team that crushes it.
There’s nothing more frustrating from a new hiree standpoint than feeling like the people who hired you don’t know what they’re doing.
Don’t let that be your company.
The “Quick Win” Secret to Training Success
Want to know the #1 killer of training programs? It’s simple: Taking too long to see results.
If your new hires aren’t experiencing some wins within the first week, you’re doing it wrong.
Here’s why this matters so much:
- It builds confidence and momentum
- It proves your training actually works
- It keeps new hires motivated to learn more
So how do you make this happen? Break your training into bite-sized chunks.
Start with the absolute basics they need to succeed. For a salesperson, that might be prospecting or setting appointments. For a production team member, it could be jobsite safety or basic tool use.
The goal is to get them doing SOMETHING productive as quickly as possible. Then you can layer on more advanced skills over time.
Remember: Early wins create believers. And believers become your top performers.
Tommy Richardson, one of our coaches, shares a personal example: “When I first started with ContractorCoachPRO, Nathan sat in on a sales call with me. The entire time we’re having the conversation, he’s sending me personal messages, reminding me of things I needed to listen for.”
This hands-on approach accelerated Tommy’s learning curve dramatically.
The “Secret Weapon” Most Contractors Ignore
Want to know the training hack that separates the 7-figure contractors from the rest?
It’s not fancy tech. It’s not some magic sales script.
It’s this: They train EVERY SINGLE DAY.
I’m not talking marathon sessions here. Even 15-30 minutes can make a huge difference. But it has to be consistent.
Here’s what daily training does:
- Keeps skills sharp and up-to-date
- Reinforces your core processes
- Creates a culture of continuous improvement
- Gives you a competitive edge (because most contractors won’t do it)
Think about pro athletes. They don’t just practice during the off-season. They’re constantly working on their craft.
Your team should be doing the same. Whether it’s role-playing sales calls, reviewing safety procedures, or mastering new tech – make training a daily habit.
Nathan drives this point home: “You can’t be too satisfied with good results. When you see somebody becoming proficient, gaining momentum towards mastery, you can’t stop there.”
The Payoff: From Struggle to Stardom
Let me paint you a picture of what happens when you nail your training strategy:
- New hires hit the ground running, contributing in weeks instead of months
- Your A-players stick around because they’re constantly growing
- Customer satisfaction soars as everyone follows your proven processes
- Profits jump as efficiency and close rates improve
- Scaling becomes WAY easier because you can replicate success
I’ve seen it happen time and time again with the contractors I coach. The ones who get serious about training leave their competitors in the dust.
But here’s the kicker: It doesn’t happen overnight. You’ve gotta commit to the process and stay consistent.
Your Next Move: Build That Training Machine
Alright, so you’re convinced training is beyond important. Where do you start?
- Map out your core processes. What are the step-by-step actions your team needs to master
- Create a “quick win” program for new hires. What can they learn in week one to see success
- Schedule daily training sessions. Even 15 minutes a day adds up fast.
- Develop ways to reinforce and measure progress. Quizzes, role-plays, and on-the-job evaluations are all great tools.
- Lead by example. If the boss isn’t committed to training, why should anyone else be?
Remember, a strong training program is the foundation for everything else in your business.
The Power of Process in Training
Here’s a crucial point many contractors miss: Your training program is only as good as your underlying processes.
It’s really difficult to train people efficiently and quickly if you don’t have an underlying framework flow to everything that you do.
Without clear processes, you’re essentially trying to teach a moving target.
Think about it like teaching someone to play music. You need to establish the rhythm and pattern first. Then you can teach them where they fit in the overall song.
The same applies to your business. Define your core processes FIRST. Then build your training program around those established systems.
Don’t Forget the “Why” Behind the “How”
One mistake I see contractors make all the time: They focus solely on the “how” without explaining the “why.”
Your team needs to understand the reasoning behind your processes. Otherwise, they’ll struggle to adapt when unexpected situations arise.
Experienced team members often forget to explain the small but crucial details of their job. They’ve internalized so many habits and shortcuts that they don’t even realize they’re using them.
For example, a seasoned salesperson might always use a customer’s name without explaining to a trainee that they quickly glanced at a name tag. These seemingly minor omissions can leave new hires feeling lost and overwhelmed.
Don’t assume anything is obvious. Break down every little detail, even if it seems trivial to you.
The Long-Term Vision: Creating a Learning Organization
Here’s the ultimate goal: Building a company culture where continuous learning is the norm, not the exception.
Imagine a team that’s hungry to improve, always seeking out new knowledge and skills. That’s the kind of organization that dominates its market.
Your job as a leader is to provide the structure and resources for ongoing growth. Make learning a core value, not just a checkbox on your to-do list.
Now get out there and start building that training machine! Your future team (and your bank account) will thank you.
– Jim Johnson