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• Behavior: Enlist the help of managers and supervisors to observe employees and monitor behavior. Make sure you’re observing for a few months after the training to see if the behavior is a permanent change and not fleeting.

Don’t gloss over employee training. When an untrained (or poorly trained) employee makes a mistake, that error is on you. Focus on delivering meaningful training, and keep your employees engaged.

Great! Now I have the shank to the size I want, but for some reason it is very stiff and hard to work. What I have just done is “Work Hardened the metal. Here is a quick science lesson….. What has happened to the metal is the molecules in the silver, which used to be uniform (and happy), have now been flattened and deformed (and stressed). What must be done now is a process called annealing. Annealing is heat treating the metal and rearranging the molecules in a way that makes them less stressed and happy again. (ok, so I am not real scientific).

You will want to turn off your bench light so you can see the metal change colors better. Apply your nice bushy flame to the silver and watch it. Do not get it too hot too fast. Move your flame back and forth and watch the metal for changing color. You want to try to get the silver to change to a very dull pink color. Try to keep that color for 30 seconds or so by moving the heat away and brushing the flame over again. DO NOT get the silver to a glowing red color. If you do this, quench the silver in water and start the process over again.

While most methods for minimizing human error focus on prevention through preparation, make sure that you’re implementing procedures for double-checking tasks.

After a few minutes, remove the silver from the solution, and dip in a mixture of water and baking soda( available at your local grocery store. (approx 1 oz. (shot glass) to 2 cups of water)

• Plan events outside of work. One of the best ways to see how people operate at work is to see how they operate out of work. It can be extremely beneficial to see how individuals interact with one another in a casual setting.

• Make your company’s vision and mission clear. Make sure new hires are aware of the mission and plan to achieve it. Remind your current employees, and constantly check to make sure goals are aligned.

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You may sometimes wonder if your training is effective or if you’re just preaching to the choir. David Kirkpatrick developed a four-level evaluation system to determine if your training is effective. Here are a few points to consider for each level:

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• Strengthen your connections. In addition to employees feeling connected to their co-workers, there needs to be that connection with management as well. Managers who take time to get to know their employees may find it much easier to communicate with them.

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Leave it in your pickling solution (I use Sparex) for a few minutes, remove with Copper Tongs (or plastic tongs). Never use steel tools to remove metal from pickle, it will destroy the solution and you will notice your silver will start to turn pink….. the solution will start to react with the copper alloy in the sterling, turning your silver pink. If this starts to happen, change your pickling solution.

While there are many different ways to shift the focus to a preventative mindset, here are a few fundamental practices. The faster you implement these practices, the better the position you may find yourself in.

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The baking soda will neutralize the acid from the pickle and keep from getting on your hand, tools, bench, etc. Always use baking soda/water after your pickle. After that, then dip in clean water.

Throughout your training, don’t forget what we’ve already gone over. Keep that open line of communication, and set the right culture.

Great company culture can be infectious, and it can spread to all aspects of the business. By creating a culture that emphasizes open communication, you also promote creativity. By promoting creativity and ideas, you may find solutions to problems that were hidden previously.

It all stems back to a small team of engineers and two separate software measuring data in different units: pounds and newtons. This measurement oversight resulted in muddled data that threw off the thrusters on the Orbiter, hurtling the multimillion-dollar piece of metal into space.

Brian Kristofek, CEO and president of Upshot, has been credited with saying, “Being a great place to work is the difference between being a good company and a great company.”

The best part about implementing this method is that it doesn’t cost anything other than a little bit of time. It never hurts to have a second set of eyes on something. If it’s of higher importance, you may want to have a third set of eyes on it as well.

If you have ever worked metal before, you know that as you work the metal, the characteristics of the metal change. This is a post from a while back, but I thought it was worth revisiting for old times sake. So sit back, take 2 minutes out of your busy schedule and follow me.

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• Keep an open dialogue. If there are any changes to your goals, the vision or the future, make sure to let your employees know. This can build trust and open the lines of communication.

It’s a lot easier to change the oil in your car every couple of months, rather than replace a seizing engine. This principle applies to minimizing human error as well, as the more emphasis you place on prevention, the lower the risk may be.

If you have done much silver work, then work hardening the silver is something you are probably familiar with. Work hardening is when you have beat, bent, stretched, folded, etc the silver so much that it has lost its flexibility or workability. One example I will give here is I have a piece of shanking material that is too thick, I could solder it as is, but then I would spend a lot of time filing and grinding the metal to size, so in this instance, I roll the piece through my rolling mill to thin the metal to the size I want.

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Training doesn’t have to be dull and dry. As long as you’re professional and treating your employees with respect, you have room to open up and be more personable. This will also allow them to open up and engage with the training and their peers.

• Results: This is probably the easiest to measure. Essentially, the results level is just making sure the training had the desired effect.

Setting the right culture goes hand in hand with communication. You need to be making sure that you’re creating the right environment for your employees so that if there’s ever a mistake or something that needs to be brought up, they feel comfortable talking about it.

• Reaction: How did employees react to your training session? Did they enjoy it? What were the key takeaways? You can observe employees’ reactions during the training or request written feedback immediately following the training to determine this.

The most important thing to take from this article is that there is no way to completely eliminate human error in the workplace. We are all human, and we all make mistakes. By following these steps, you won’t eliminate human error entirely; however, you may significantly reduce those errors, putting you and your team on the path to maximum efficiency and productivity.

It seems like a simple and honest mistake, yet it put NASA out a substantial amount of money. Human error is inevitable in all aspects of life and especially in business. While there’s no way to eliminate it, there are measures we can take to minimize it.

Executives tend to fall victim to the business version of the “bystander effect.” We assume that everyone knows and uses communication frequently. This assumption can be detrimental to your business. Everybody has different ways of communicating, and it’s important to improve the internal communication within your business.

• Learning: This is usually determined through an assessment following the training. You can also use a control group of employees who did not have the training to compare with those who have been trained.