Keeping any business open is challenging, and CNC machine shops of all sizes are no exception. According to the Small Business Administration 50% of businesses fail within the first five years, and two-thirds fail within 10 years.
Keeping any business open is challenging, and CNC machine shops of all sizes are no exception. According to the Small Business Administration 50% of businesses fail within the first five years, and two-thirds fail within 10 years.
There are 170,500 CNC machine shops in the U.S. This is what your business could be up against in finding employees with the skill sets needed for exceptional productivity and quality.
There may be some sadistic types out there who actually enjoy firing people, however most of us don’t look forward to such acts. Certainly if an employee has stolen from our CNC shop or committed an egregious act we’re less likely to feel bad about the firing. Most of the time, though, we have to let people go because their performance isn’t up to standards or their behavior is disruptive. Regardless, firing is stressful, painful and could come back to haunt us if done improperly. So here are 5 important considerations when it’s time to pull the plug:
If yours is a large manufacturing company you may well deal with a union. If not, you most likely have created a work environment in which the employees don’t feel the need to belong to a collective bargaining organization.
A wise machine shop owner once said that his most valuable assets walk out the door at the end of each shift. We all know that our employees are the lifeblood of our companies and one of our largest investments. Which means making good hiring decisions is critical to our success.
The National Small Business Association (NSBA) recently released a survey of 780 small business owners (businesses with 500 or fewer employees) across a number of business types including manufacturing (15%).