• Episode 13: A Smart, Scalable Training System for New Hires with Liz Trotter

  • Apr 15 2025
  • Duración: 16 m
  • Podcast

Episode 13: A Smart, Scalable Training System for New Hires with Liz Trotter

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  • In this episode of the Huge Insider Podcast, host Sid Graef dives into the critical topic of onboarding and training new employees with insights from expert guest Liz Trotter. Liz breaks down the essential steps in creating a simple, effective training structure that’s built on clarity, consistent feedback, and hands-on experience. From setting clear success benchmarks for each training phase to offering “feed-forward” coaching instead of backward-looking critiques, Liz’s approach keeps your new hires confident, motivated, and ready to excel. These strategies help ensure new employees quickly become competent, enthusiastic contributors to your business, benefiting service-based professionals looking to streamline operations and bolster team performance. Show Notes Guest: Name: Liz Trotter Background: Nearly 30 years of experience, owns a seven-figure house cleaning business, a training business, and a large real estate portfolio. Key Topics Covered: Importance of clear benchmarks (day-by-day success criteria) Hands-on training to build confidence and competence Using “feed-forward” instead of focusing on past mistakes Segmenting training into phases for measurable progress Assigning a buddy or mentor for new hires Resources The Huge Insider newsletter signup The Huge Insider podcast downloadable action guide The Foundations platform trial offer The Huge Mastermind info page Facebook The Huge Convention Live event in Nashville, TN (August 20–22) Call in with questions or stories: (804) 600-HUGE (804-600-4843) Transcript Sid Graef (Host): Welcome back to the Huge Insider Podcast. Hey, my friend, this is Sid Graef here. The Huge Insider is the show for home service professionals who are striving to break the million-dollar revenue mark. If that's you, you're in the right place, and if you're already over a million dollars in revenue, you're gonna get even more out of this show. So why is this the show? Well, there are a lot of people online and around the world with big opinions and very little experience. There are even some fake gurus out there. We want to help you skip the BS and get real wisdom from real, experienced business builders. So we’ve gathered wisdom and insight directly from seven- and eight-figure business owners—people running companies doing anywhere from 2 million a year to 40 million a year, and some more—and we're bringing you their best insights, distilled and focused on a single topic each month. And these are real owners, no armchair philosophers or fake gurus. These are the ones that are quietly building empires behind the scenes. They're not on social media looking for attention; they’re in business making things happen. So last month we focused on hiring A-players. The whole month was about hiring. And this month we answer the question: What do you do once you hire the right person? You've got onboarding, pay structure, training, and more. So today we’re diving into training. We have a very special guest contributor, and that is Liz Trotter. Liz has been in business for almost three decades and owns a seven-figure house cleaning business as well as a training business, plus a large real estate portfolio. She’s been in the game for a long time, and she’s one of the best when it comes to onboarding and training your employees. She demystifies and simplifies the training process. But why is training for a new employee so important? Because the training establishes the foundation of how that person is going to operate and perform in your business, hopefully for a long, long time. So without further ado, let’s dive in. Meet Liz Trotter. Liz Trotter (Guest): Hey all. Liz here, and I have got some training tips for you. Now, I’m not going to tell you how to train your people—that’s up to you—but what I am going to talk to you about today is how to build some things into your training program so that you have more success, so that your people feel like they are very good at what they do. If people don’t feel like they’re good at what they’re doing, they’re not going to do good work, period. So you need to make them feel like they are doing good work. You need to also make them feel like they can do it, and that they’re very confident about how to get the job done. Now, these things sound really obvious, I know, but they don’t just happen automatically. And they don’t only happen because the person gets good at what they’re doing and then builds their own confidence. You already know that, right? There are some people who, no matter how well they’re doing, they always knock themselves, they always find something wrong. Your job is not to do that. Your job as the trainer—or to build a good training program—is to make sure that the training program is built so that it highlights what is going well and diminishes what is not going well. Now, it also has to be really clear how we are going to cut people, ...
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