Growth oriented company’s face many challenges due today’s social, political, economic, and pandemic related environments. At Martin, we are constantly challenged with having the labor force to complete high quality and on-time work. So, over the past few years we changed our approach to hiring, training and personnel development. First, we upped our game with referral programs, higher base pay, and expanded benefits to complete against larger non-industry companies and started recruiting new people to the industry. Next, we standardized our On-Boarding Process to better prepare new hires for field deployment. This afforded us the ability set higher expectations with the hopes of minimizing turnover. Lastly regarding new hires, we established minimum certification training programs for all new employees.

Being a promote from within organization, we needed to address how to build leaders capable of delivering the results needed to meet our growth goals and customer’s satisfaction levels. We needed something to prepare a Journeyman Painter to become Project Foreman. As one of our 3^rd Quarter Rocks (in our world Rocks become foundational programs, unlike goals which are timed, desired results), “The Future Leaders Program” was born. The plan was simple each quarter select a class of 6-8 people, hold regular training meetings, expose them to specific areas of importance and get them to understand how their efforts can make a significant difference in the success of our people and the company.

Having been in business for almost 75 years, we do business for a long list of Exceptional Clients and are always leading the charge with Innovative Solutions, it is our company’s commitment to constantly developing a Preeminent Work Force that will keep Martin as an industry leader for another 75 years.