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The MAKING CHIPS Podcast for Manufacturing Leaders with Jason Zenger & Jim Carr

Welcome to MakingChips - We believe that manufacturing is challenging, but if you are connected to a community of leaders, you can elevate your skills, solve your problems and grow your business. Making Chips is a weekly podcast that will EQUIP and INSPIRE MANUFACTURING LEADERS to succeed in the challenging world of manufacturing. Our mission is for the METALWORKING NATION to Think Differently About Manufacturing In Order to Elevate their Game. Your hosts, Jason Zenger & Jim Carr, own manufacturing businesses and interview other leaders in the metalworking, machining, fabrication, tooling and machine tool industries. We have interviewed successful manufacturing CEOs you may have not heard of and also the biggest names in manufacturing like Titan Gilroy from Titans of CNC, John Saunders from NYC CNC, Mark Terryberry from Haas Automation and others from MakerCast, Sandvik Coromant, Autocrib and more. Think of us as your virtual community of manufacturing peers to help solve your toughest problems and grow your business. "Making Chips has provided a transparent approach to sharing within the manufacturing community and a modern platform to do so. Thank you both for taking the lead on moving our industry segment forward!" Patricia Miller - CEO & Visionary (Matrix IV) I really think what you guys are doing is a great, great thing for manufacturing. I have learned so much already from many of your episodes, and am so thrilled to have met people that get as revved up about manufacturing as I do! Cassandra Haupers – Vice President of Operations (Swiss Precision Machining) I love being able to experience what manufacturers are doing to promote culture and engage their team members and community. All of us are smarter than one of us. That is why I am part of the Making Chips tribe. Barry E. Walter, Jr. – Chief Operating Officer (Barry E. Walter, Sr. Co.) Finally, relevant manufacturing media that is actually entertaining! Dietmar Goellner – Chief Executive Officer (Advanced Machine & Engineering / Hennig) The more manufacturing companies we can get to think this way, the stronger our industry will be. Thank you for sharing! Jess Giudici – Manager, Talent and Culture I’m thankful to you for creating MakingChips for the Metalworking Nation so that Owners / Employees can strengthen their companies. Phil Sponsler – President (ORBITFORM) I love the podcast! It really serves to fill a void in the manufacturing world. I will admit I always feel a little more inspired. Jason Falk – Senior Application Engineer, CMTSE (HURCO) Thanks to all the great info on your podcasts and the website. Dave Lechleitner – Director of Solutions and Product Marketing (KEYEDIN) I really love what you guys are doing to advance the mfg industry in a way that really reaches the right audiences. Jeff Rizzie – Senior Manager-Business Development (Sandvik Coromant)
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Dec 3, 2019

Employee onboarding can be stressful and it’s hard to know what you should or shouldn’t be doing. What do you tell a new hire on day one? Do you start the process before their first day? When do you do performance reviews? The list of questions goes on! Today, Jim and Jason are going to walk you through the Carr Machine & Tool onboarding experience. 

Connect with us:www.MakingChips.com/contact

Hiring Millennials: A new era of employee onboarding?

The overarching number of people applying to machinist jobs are millennials. For those of us in a different generation, do we need to change the way we onboard? According to Jungohr, there are some tips to make the process more successful. 

  1. Get on-board with preboarding: You can send the employee handbook and have them fill out the necessary paperwork before day one.
  2. Begin relationship-building: One fun way? Have them listen to the MakingChips Podcast!
  3. Clearly communicate: Communication is key to a successful onboarding process (this, of course, applies to every generation)
  4. Establish a sense of purpose: Millennials want to feel as if they are contributing to the greater good of the company and the world. Foster an environment where they know they are!

Many of these points apply to every generation, but it’s been found to be especially impactful to Millennials. Let us know what YOU think!

How to gauge if the potential hire is the best fit

At Carr Machine & Tool, Jim has several ways to see if a potential hire is a fit for their culture. If he has a good feeling about a candidate, he will bring them into his weekly production meeting to see how they interact with the team.

He also enjoys walking a candidate through the shop to see how they interact and engage with people. This could be labeled as “pre-boarding”—he’s involving the potential hire in his company culture before officially hiring. 

If they’re not interested in engaging and don’t make an effort, you can end the process before it’s even started. It may seem time-consuming on the front-end but can save a lot of pain and problems throughout the next 30, 60, or 90 days.

Make performance reviews meaningful 

On a new hire’s first day, Jim lays out what the process looks like, and schedules a 30-day performance review. The first 30 days is a sort of trial period to see how they acclimate. There is no goal-setting or anything that would place pressure on the candidate. You want them to spend time shadowing (and there’s a lot of hand-holding) and learning new processes. 

Jim makes sure to ask 6 different questions in the first performance review. He wants to let them know if they are on-par with expectations and see how they think they’re doing. Jim will even let them know if they are performing below expectations. The goal isn’t to be critical, but to let them know that you are going to take an active role in their success. 

When should you do a compensation review? Listen to find out!

Regular performance reviews are a proven process for success

Within the first year an employee is hired, Jim does performance reviews at 30 days, 90 days, 6 months, and at the one-year mark. These reviews are based on goals they’ve set, improvements that were recommended, and so forth. If the employee has proven themselves exceptional, they reward the employee with a pay increase

It allows the employee to learn new skills and be goal-driven. 

The goal is to help your team members feel more connected and that they have a safe environment to grow in—you want to help them reach the next level of expertise. When you schedule reviews in a formulaic manner, it’s a structured way for both you and the employee to constantly move forward. 

To hear some mistakes to avoid, be sure to listen to the rest of the episode!

Here’s The Good Stuff!

  • What’s new at Zenger!
  • Subscribe to our newsletter: text CHIPS to 38470
  • 4 Proven Ways to Successfully Onboard Millennial Employees
  • The onboarding process at Carr Machine & Tool
  • Check out Xometry’s helpful design guides!
  • A proven process that works for Carr
  • Mistakes to avoid making during reviews

Tools & Takeaways

Connect With MakingChips

Subscribe to Making Chips on Apple Podcasts, Google Play, Stitcher, or Spotify

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