Today is the day. It’s 7:08 a.m., and it’s the day that Fred didn’t show up for his shift. The production team is already at work, with the presses warming up. Today’s orders are staged, screens are burned, inventory is pulled, and ink is mixed. It’s like the start of a NASCAR race right before the flag drops.
But Fred, your screen room guy, is nowhere to be found. Your shop manager, Luis, checks his phone for the fifth time in 10 minutes. No call. No text.
Screens are ready for today, but not for tomorrow. Or the next day. Here’s the kicker: Fred is the only one who knows the entire screen room process. Coating. Burning. Reclaiming. Staging. He’s been your guy for three and a half years now. Which is great. Until it’s not.
Sound familiar? A business term you may not be familiar with that describes this challenge is called a “single point of failure.” And in the decorated apparel industry, where timing is tight, staffing is lean, and deadlines don’t move, having a single point of failure is not just risky, it’s expensive.
This is where a sound cross-training program comes in, not as a “nice to have,” but as a solid core business strategy. It’s how you protect your shop from chaos, boost team performance, and, let’s be honest, give yourself a little peace of mind when employees like Fred ghost you unexpectedly.
Why cross-training matters
Let’s talk about Fred for a second. In our scenario, he got in a car accident on the way to work. Fred’s a good guy, but he’ll be out for a few days while he is on the mend.
By the way, Fred is not just the screen room guy, he’s your emulsion whisperer, mesh master, and dehaze ninja. But here’s the problem: When Fred goes on vacation, catches the flu, or gets in a car accident and is in the hospital for a few days, you’re stuck.
In a small shop like yours, every role is critical to your daily success. When one person holds all the knowledge, you’re gambling every day on perfect attendance. That’s not a business plan. That’s denial.
The multiplier effect
Fred is a very underutilized asset to your company. Not because he’s working hard, but because his know-how is bottled up. What if Fred could train others? What if his role multiplied into three or four others who could step in when needed or when things got backed up?
Cross-training unlocks that potential. You’re not just building backups, you’re amplifying the strengths that are already in the building.
Empathy in action
One concept to learn is what I like to call the “Rule of Three.” For every core task for your business, ideally, you need at least three people trained to do it well. This means that Fred should be training at least two other people to handle his workload. There cannot be a drop-off just because he’s out today.
Remember, the best team players are humble, hungry, and people-smart. Cross-training develops curiosity. Employees who thrive on being cross-trained in other departments demonstrate initiative and a team mindset. These are the ones who get promoted. As an added benefit, when you cross-train staff, it also builds respect for other employees and their contributions. Walking a mile in someone’s shoes helps with that. People learn firsthand what it is like to do someone else’s job. This is empathy in action.
Right people, right seats
I know you probably have tried to find the right people and put them in the right seats in your business. But with cross-training, here’s what you’re really unlocking: Sometimes people grow into new seats.
Over the years, I’ve seen plenty of people start in one department and find their true calling doing something completely different in another. Remember, your No. 1 job as a leader is to elevate the people around you and make them better.
Cross-training gives you options for staffing shifts, handling volume surges, and scaling if your company is growing. And here’s the thing, right now hiring is tough. Would you rather scramble around with an untested new hire or elevate a rockstar already on your team? I know who I’m choosing.
What cross-training looks like
Let’s make this real. You don’t need a fancy HR program or a corporate development team to start cross-training. You just need a little visibility and a plan. That’s where something like a skills inventory spreadsheet comes in. The skills inventory spreadsheet tracks your staff’s knowledge on what’s critical. They are either trained or untrained.
Fred has some skills in other departments, but his main focus is in the screen room. This isn’t theoretical, it’s real shop visibility. Now you know exactly where to plug gaps, train smart, and stay ready for the unexpected.
Here’s the kicker. Using this tool:
- Your press assistant (puller), Steve, learns how to reclaim screens. Now, if Fred is out, there’s one thing someone can do to help lessen the burden.
- Your customer service representative, Maria, learns how to pack boxes and print labels. Now, when shipping is overloaded during the holiday season, you have someone who can pitch in and is ready to go.
- Your embroidery tech, Anna, learns how to use the heat press. Now, when that last-minute print-on-demand order jumps in, you can move someone to bang it out in a few minutes instead of waiting.
The goal
One person trains another. And then another. The team gains coverage, confidence, and collaboration. Cross-training isn’t about pushing people to do everything. It’s about giving them the tools and trust to do something more, especially when it counts. Stronger shops start with shared knowledge
Let’s circle back to Fred. Fred’s still great. But now Joe can coat and expose screens, too. Maria can handle basic reclaim. You’ve even got a new hire learning taping and staging for jobs.
And here’s the beautiful part: Fred doesn’t feel threatened. He feels valued because you trusted him to train the next round of shop talent. That’s how cross-training works when it’s done right.
By the way, since Fred has now gained experience training people, he’s a candidate for manager training to run the shop. Get his checklist started today!
