By Wayne Nisley

Walk into any sawmill, pallet shop, or wood products facility, and you’ll find machines humming, belts turning, and lumber moving. But behind every piece of equipment is a person — and that person is the most valuable asset of the operation. A machine might run eight or ten hours a day, but a skilled employee brings knowledge, judgment, and consistency that no motor can replace.

Why Training Matters

Too often, training is seen as something that happens once — a quick orientation, a safety briefing, and a hope that the new hire figures it out. But when operators are poorly trained, the hidden costs show up fast. Downtime from mistakes, damaged material, or, worse, workplace injuries can add up to thousands of dollars.

Intentional training, on the other hand, is an investment that pays dividends. A clear process for teaching new employees not only keeps them safe but also gives them confidence in their role. Well-trained workers take pride in their work, make fewer errors, and are more likely to stay with the company long-term.

Building a Training Culture

Strong training doesn’t require fancy classrooms or hours away from production. It’s about building a culture where learning is ongoing. Consider these practices:

• Hands-on mentorship — Pair new hires with seasoned operators. A buddy system transfers real-world knowledge and builds relationships.

• Short, frequent refreshers — Ten minutes at the start of a shift to review a safety tip or machine setting keeps training fresh.

• Written & visual aids — Post clear charts, diagrams, or simple checklists at each station. Many workers learn best by seeing.

• Feedback loop — Ask employees where they run into problems. Often, the best ideas for improvement come from the floor.

Retention: Keeping Good People

Training gets them in the door — retention keeps them from walking out. In today’s labor market, losing a good worker is costly. Replacing just one employee can cost thousands in recruiting, onboarding, and lost production.

So what makes people stay? Respect, fair wages, and a sense of belonging. But it’s often the little things that tip the scale:

• Recognition — A simple “thank you” for a job well done.
• Opportunities to grow — Cross-training on new machines, or a chance to take on more responsibility.
• Safe, clean environment — Workers want to go home in one piece. A tidy, well-lit shop tells them management cares.
• Flexibility — When possible, a bit of give-and-take on schedules shows understanding of family and personal needs.

The Bottom Line

Your equipment might be your biggest investment on paper, but your people are your biggest investment in practice. Mills that prioritize training and retention see fewer accidents, lower turnover, and smoother production. More than that, they build loyalty. Employees who feel valued are the ones who show up early, stay late when needed, and look out for both the product and their coworkers.

Manager’s Challenge

Pick one small action this month that shows your crew you value them. It could be as simple as buying breakfast for the team, asking one operator for input on a process change, or setting up a 10-minute refresher on a machine. The important part is being intentional. Little actions, repeated consistently, build a culture where employees feel respected and supported.

Efficiency isn’t only about machines. It’s about the people who run them. Train well. Care for your team. And your operation will run stronger for years to come.