By Tom Smith
Good
If you're an established LBM dipping your toe into installed sales, it's typical to use subcontractors before investing in full-time employees as you build your business. Since subcontractors usually are self-employed, dealers aren't directly responsible for investing in their training, but that doesn't diminish the need for high levels of knowledge, experience, and education. Creating and enforcing a culture of training starts with checking references for subcontractors through official and unofficial channels. Conduct rigorous interviews in which you quiz them on their experience, and inspect specific jobs they've done before hiring them. Ask if they've invested in training to sharpen their own skills, and probe whether they've had complaints from customers, injuries, or other indicators that suggest they may be less than prepared to represent your company.
Check on subs' work after you hire them, and use such spontaneous interactions to impart ideas and quality-control principles. Such talks might not fix a problem at the job they're working on, but it will help ensure they fully understand your future expectations and the needs of your customers.
Better
Once you hire your own installers, you can invest in one of several types of training: product and manufacturer-specific programs and more general certifications that apply across many vendors' products. Manufacturers directly train many companies and installers that are starting out.
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