At Blue Technologies, the key to our team members’ success is ongoing effort and education – constantly striving to learn, grow and embrace our Commitment to Excellence – EVERY DAY.
Just how do we achieve this?
It starts with instilling the right values and skills from a new hire’s very first day, as overseen by corporate trainer Meg Repas.
A positive, upbeat and dedicated personality within our company, Meg joined Blue Technologies in July 2016 – bringing a background in education and retail. With a degree in education from Kent State University, she’s since refined the company’s formal training process with great results, promoting a team environment while catering to the needs of the individual.
“Understanding how people learn is the most important thing,” Meg says of her approach. “Being able to understand people and how they actually want to learn – not how we want them to learn – is key to creating a great atmosphere for them to grow and develop within the company.”
Allotting 100 days for new hire development
For a sales associate, Meg says initial training at Blue Technologies lasts for three weeks in a classroom setting.
“They’re learning about who we are, what we stand for, how to sell, and more about our specific industry – the necessary fundamentals to hit the ground running.”
However she emphasizes that these three weeks are just the first phase in Blue Technologies’ “100 Days” learning program.
“The ‘100 Days’ is the time period we recognize as most crucial to establishing a strong foundation for success,” Meg says. “At the start, new hires define a mutual commitment with their managers to ensure proper training and development. By setting a 100-day expectation for this, it helps relieve the pressure of a high-pressure environment.”
To assist with their progress, Meg stays involved in monitoring performance even after an associate has passed the first phase of training and entered the field under the supervision of their manager. She can then determine if additional training is needed within the 100 days, customized to the individual.
“We know what it takes, and how long it may take depending on people’s learning abilities, and it’s important that our new hires get that chance to understand everything,” she says of the extended program. “The training period creates a bond between them, me as the trainer, their manager and the company itself – to form a solid support system that ensures their success.”
Establishing ongoing training for seasoned associates
Even after the “100 Days” training program is complete, learning at Blue Technologies never stops, Meg says. Continuous training initiatives include morning sales meetings every Wednesday, for example.
“We talk every week about what our industry is doing, what new tools we can use, and other topics that help our staff continue to grow and learn in the business,” Meg says.
Ongoing learnings like these keep Meg in touch with Blue Technologies’ staff well beyond new hire training – which she says is a key highlight of her job.
“The people here really make you feel like a family,” she says. “It’s a huge thing for me being able to collaborate with managers and experts within all fields of our business. And I go home happy if I know that I was able to make a difference for someone in the organization.”
Bringing her passion home
In addition to her passion for education, Meg loves renovating and designing in her spare time outside of work – hobbies she says she’s enjoyed since she was young, but even more so now that she has her own house.
She also enjoys spending time with her family and her one-year-old puppy, Arlo.