But you encounter that in any business.īecause of the industry though, we have to worry about our clients all the time. We’ve had people back out of deals suddenly, or decide to renege on a deal. I haven’t had any problems that are unique to the cannabis industry. If they find our answers satisfactory, then they shouldn’t have a problem pulling the trigger. Most have a litany of questions about the quality, ease of use, and how our products fit into their supply chain. When people are serious, they’re not going to run you around.
#Stm rocketbox full#
We also require a large deposit or a full payment up front for our machines. It’s really hard to abuse our products in a way they weren’t designed for. We just sell processing equipment that is used in the industry. In our case, we don’t actually touch the plants. How do you protect your business from untrustworthy individuals? When you design and build with compliance and safety in mind, you establish your company’s reputation as a positive one. Everything has safety features, matches food-grade quality or laboratory quality, and more. This is why, when we started STM, we made sure that we were going to stay ahead of compliance. States with better-defined protocols and standards tend to have the best companies to work with. Each state is practically a different country due to the different rules and guidelines they have in place. How do you find the businesses worth interacting with?įortunately, or unfortunately, you have to learn as you go. What do they look like? What are their wants and needs? I don’t want to rely upon anecdotal data, I want a comprehensive study. I want to know what the studies say about the A+ worker in the cannabis industry. I want to see the data from staffing companies like Vangst. What would you like to know about human resources? You don’t need to listen to everyone all the time, but you’re showing that you value their input. This curbs the desire for instant gratification and shows that you care about your workers.
#Stm rocketbox how to#
We keep a “vision board” where people can see their progress and how to advance further. Most of my employees want a to have a clear path of where they can go as an individual and how to get there. Not to stereotype the “youngins,” you should target your retention policies towards the things they desire. Many of this industry’s employees are young. It depends on the employees you want to retain. It can be hard for people to separate their identity from the business, and you don’t want people just to make a quick buck. Employees should recognize that it’s a business to make money, but also want to help people and do some good. You need people with a mix of all three reasons.
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