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HR Masterclass

⏱️ 1:18:11 🎤 Michael Pletz, Trisha Hamilton, Mike, Chad, Jason Taylor, Jackie Hart
AUDIO EPISODE
HR Masterclass
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Chapters

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  • 0:00
    Introduction & Sponsors
    Michael Pletz introduces episode 358, an HR Masterclass, and thanks sponsors Cycle CPA and Knowledge Tree Consulting, while also promoting the How to Hardscape headquarters software for HR features.
  • 3:50
    Onboarding New Employees
    Trisha Hamilton from Sitescape discusses her evolving onboarding process, including mandatory training, PPE provision, and a full day with a field supervisor for competency and safety orientation.
  • 10:38
    HR for Residential Contractors
    Mike and Chad emphasize the importance of onboarding for residential landscape contractors, despite differences from commercial sites, to prevent new employees from feeling useless or lazy.
  • 19:07
    Cost of Onboarding
    Trisha estimates the total cost of onboarding an employee at Sitescape to be between $2500-$3500, including training, gear, and staff time, highlighting the significant investment.
  • 27:01
    Hiring Attributes & Interviewing
    Trisha shares her interview strategy, focusing on attitude and passion, especially by asking candidates about their favorite projects and their five-year aspirations to gauge their drive and potential.
  • 33:38
    Career Paths & Training
    Trisha explains how Sitescape supports employee growth by offering opportunities for advancement and providing training courses, such as blueprint reading, to empower staff.
  • 38:22
    Predictive Success Assessment
    Jason Taylor introduces Predictive Success, explaining how their assessment uses two questions to reveal an individual's behavioral and cognitive drives, aiding in hiring and coaching decisions.
  • 49:19
    Assessing Candidates & Staff
    Jason discusses integrating the Predictive Index assessment before hiring for all roles, from laborers to CEOs, to match individuals with job behaviors and improve retention and productivity.
  • 59:12
    Team Dynamics & Conflict
    Jason explains how the Predictive Index's relationship guide and team dynamics tool help identify team strengths, blind spots, and foster better collaboration and decision-making by understanding diverse personalities.
  • 1:17:30
    Employee Performance Quadrants
    Jason details four employee quadrants: cultural champions, grinders, silent killers, and contaminators, and how to strategically coach or address each group to improve overall company performance and culture.
  • 1:29:16
    Structure for Employee Retention
    Jackie Hart of Consulting by Heart discusses challenges in employee retention within the landscape industry, highlighting the shift in generational values regarding work and the importance of addressing employee feelings.

Speakers

M
Michael Pletz
Host
T
Trisha Hamilton
Vice President of HR at Sitescape
M
Mike
Host
C
Chad
Host
J
Jason Taylor
Principal of Predictive Success and President of Jet Coaching and Consulting
J
Jackie Hart
President of Consulting by Heart

Key Takeaways

✦

Implement a comprehensive onboarding process, including safety training, policy review, and hands-on site orientation, tailored to the employee's experience level.

✦

Utilize behavioral assessments like the Predictive Index pre-hire to understand candidate drives and ensure a strong fit, enhancing retention and reducing turnover.

✦

Actively communicate career paths and growth opportunities within your company, providing training and tools that enable employees to develop new skills and advance.

✦

Develop detailed job descriptions outlining responsibilities and desired results for every position, clarifying expectations and fostering a sense of purpose.

✦

Foster a culture of open communication and psychological safety, allowing employees to express concerns and learn without fear of ridicule.

✦

Recognize that younger generations prioritize meaningful work, appreciation, and growth opportunities over traditional monetary incentives; adapt your retention strategies accordingly.

✦

Re-evaluate traditional hierarchical company structures in favor of agile cooperative models to empower employees and align with modern workforce expectations.

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