One person knows how
The estimator who knows every customer's quirks. The lead who knows which machine needs a tap. When they're out, things slow down.
Great people shouldn't be a single point of failure.
Knowledge Transfer & Adoption
What your best people know shouldn't walk out with them.
Your best people are the system. That's a credit to them and to you. It also means that when one of them is out, retires or moves on, years of know-how go too. We get the way things are done out of heads and into plain steps your crew will actually follow, and we stay until the new way sticks.
Book 30 minutes
Eight to twelve weeks, start to finish. Fixed price, agreed up front. Written with the crew.
- 1Walk it with the customer. Photos of the panel and the path in.
- 2Parts list to the office the same day.
- 3Confirm the date by text. Copy the office.
Sound familiar?
New hires take a year to get up to speed
Not because they're slow. Because the knowledge lives in people, not on paper, and everyone's too busy to teach.
Written down once, taught the same way every time.
Tools that never got used
You bought it, you paid for the training, and six months later everyone's back to the old way.
A process or tool only works if people use it, and want to.
What we do about it
We capture how the work actually gets done, turn it into plain steps your crew will follow, train until it's habit, and build the handoff plan so new hires and the next generation start from the same page.
Keep what built your business. Fix what slows it down.
Written down, taught, and actually used. So the business runs the same way on a Tuesday when your best guy is on vacation.
What changes
Out of heads, into the business.
Nobody likes writing procedures, and nobody reads the binder. So we don't do it that way. We sit with the people who do the work, capture how it's really done, and turn it into short, plain steps they help write and actually use. Then we train, check, and adjust until the new way is the normal way.
Procedures people follow
Short, plain, with photos where they help. Written with the crew, not at them.
Training that sticks
Taught the way your crew learns: in the shop or the field, by doing, checked later.
A real handoff plan
For new hires, for promotions, and for the next generation taking over.
What's included
Capture, train, and hand off.
Capture
We spend time with the people who hold the knowledge: estimators, leads, the office, the person who knows where everything is. We watch, ask, and write it down in their words, with photos where they help.
Train
Taught the way your crew learns: in the shop or the field, by doing, checked a few weeks later. For a new system or tool, we run the rollout and make sure it's being used, not just installed.
Hand off
A plan for new hires, for promotions, and for the next generation stepping in. Who learns what, from whom, by when, and how you know it took.
Where it usually starts: quoting and estimating, job setup, the machine or truck only one person understands, customer handling, safety procedures, and any tool that got bought and never got used.
Eight to twelve weeks, start to finish
Capture. Write and train. Check.
Weeks 1 to 3
Capture
Sit with the people who know. Map the knowledge worth keeping.
Weeks 4 to 9
Write and train
Plain steps, taught in the shop or the field. Adjusted with the crew.
Weeks 10 to 12
Check
Is it being used? Fix what isn't. Hand off the plan.
- Fixed price
- Agreed up front. The procedures and the plan are yours either way.
- Written with the crew
- Not handed down from an office. The people who do the work help write it, so they'll use it.
- Respect for your people
- Capturing what someone knows is a compliment, not a replacement. We say so, and we mean it.
- Measured
- Time to get a new hire productive, fewer "ask so-and-so" moments, and tools actually in use.
- Next generation ready
- If a son, daughter or longtime employee is stepping up, this is the foundation they start from.
Questions owners ask
Straight answers.
- Is this about replacing our best people?
- No. Capturing what someone knows is a compliment, not a replacement. We say so, and we mean it. Great people shouldn't be a single point of failure, and this takes the weight off them.
- Nobody reads the binder. Why would this be different?
- Because we don't do it that way. The people who do the work help write the steps, in their words, with photos where they help. Short and plain, taught in the shop or the field, by doing, and checked a few weeks later.
- We bought software nobody uses. Can this help?
- Yes. A process or tool only works if people use it, and want to. For a new system or tool, we run the rollout and make sure it's being used, not just installed.
- What about a son, daughter or longtime employee taking over?
- If someone is stepping up, this is the foundation they start from: who learns what, from whom, by when, and how you know it took.
- How long does it take, and what does it cost?
- Eight to twelve weeks, start to finish, at a fixed price agreed up front. The procedures and the plan are yours either way.
- How is it measured?
- Time to get a new hire productive, fewer ask-so-and-so moments, and tools actually in use.
- Where does it usually start?
- Quoting and estimating, job setup, the machine or truck only one person understands, customer handling, safety procedures, and any tool that got bought and never got used.
Tell us who you couldn't run a week without.
That's where we start.
Thirty minutes at your shop. If the knowledge is already written down and used, we'll say so.
Let's see if it's worth it.
Book 30 minutesOr write it down.
Three things and we'll reach out.