Frequently Asked Questions
That’s up to you. MindForge does not intend to build a digital tool a worker has open all the time. It’s a place to receive information sent to them and complete training assigned to them. To avoid distracting their workers, MindForge clients send messages in the morning before work, during lunch hours or after work. Supervisors only send messages during work hours that impact the day’s work, like changes in schedule, deliveries, weather, or emergency notifications. Supervisors set aside 15 minutes here and there to complete training assignments.
Have you tried to buy a flip phone lately? I did. It’s hard. According to Statista, in 2021, there will be 298 Million Smartphone users in the US. That’s 90% of the US population. I am sure there will be a few holdouts on your job sites that keep using their flip phones from 2005 to make a statement, but do you want to drive your communication strategy based on those folks? We’ve seen our clients provide company-owned android to allow the flip phone users to complete training for the few flip phone users out there.
MindForge has close to 4,500 workers who have downloaded the MindForge app onto their phones. Our clients see very little pushback from the field about using personal mobile devices to download work-related mobile apps. We hear that once workers have the app and start to receive critical communications and training that keep them in the know and empowered to do their best work, they are happy to have the MindForge app.
Each jobsite page in MindForge has a unique onboarding code. When a subcontractor walks onto your job site, they download the MindForge app and enter the jobsite code. Now, they have access to the jobsite dashboard, required training content, and jobsite communications. MindForge does not need your users to have a company email address. The workers can use their personal email addresses or phone numbers.
MindForge is easy to use. But, let’s face it, gaining adoption in the field is always a challenge no matter what software you use. MindForge has a 90-day implementation process that will ensure adoption as long as you follow the recommended steps. Your implementation manager will be your guide and will walk you through a well-established method to help you achieve success. The process involves planning meetings, setting goals, identifying the launch timing and approach, training, and regular check-ins to ensure you are hitting the targets.
MindForge has a 60-day money-back guarantee. Just tell us you want out, and we’ll return 100% of your investment.
Check out the video at the top of our pricing page to learn more about what MindForge costs. MindForge bills you based on your revenue and employee count. With those numbers, we can give you a specific price for your operation.
MindForge combines learning management with robust communication capabilities. Also, many LMS systems are built for people that work on computers all day and have company-issued email addresses. We did not make MindForge for these people. We built MindFoge specifically for workers who spend their time out in the field away from a computer. They may be on your project for a day or work with you for a lifetime. MindForge is not just about learning; it’s about providing the workforce with day-to-day tactical information that empowers them to do their best work safely.
When you send a message or bulletin board through MindForge, the worker will receive a notification on their android or iOS device. The communication will also appear in the workers’ Activity Stream in the MindForge mobile app. Soon, they’ll also see a tiny red dot on their app that tells them they have new messages. MindForge lets users know about new messages like the other social media platforms out there. That’s our part. The other part? It would help if you conveyed to your workforce that MindForge is the place to receive information. You’ve got to commit to using MindForge as your communication tool and tell folks why you are doing it. Then you communicate regularly. That will make using MindForge for communication a habit. It takes two to tango.
It depends on how you define hard. If downloading an app on your mobile phone, entering your phone number and password, and then punching in 6 letters into the app is hard, then yes, it’s very hard. Side note: my six-year-old kid didn’t find it hard. That’s the technical part. Then there’s the mental challenge, which is getting buy-in from the field to implement a straightforward onboarding process. Enter our implementation manager, who will help you get that done. You build complex things. That’s hard. Loading your workers into MindForge is easy
MindForge has an open API, and technically we can integrate with almost any software. So far, we are not seeing many clients integrate MindForge with other software – possibly because there’s not a significant need to do it. The most requested integration is synchronizing with payroll systems to move workers in and out of the MindForge system. Before pursuing an integration, we recommend identifying a clear use case for the integration and the expected efficiency gains. We also recommend proving out the integration manually before executing code. We want to design your integration based on a real need, not a perceived need. Watch this video to learn more.
No. They need an email address of any kind or a mobile phone number.
No. MindForge is not intended to replace project management software like Procore. We’ve built MindForge to work alongside project management software. MindForge provides you a means to communicate, not keep track of your project timelines, tasks, resources, and budgets.
No. MindForge is an excellent complement to the Safety Management software you use to gather safety-related information from the field and track safety compliance. MindForge provides you a means to action the data you collect with your Safety Management System.
Any worker you want to include in your Microsoft Teams communications will require a company-issued email address that costs you about $13 per month. Here’s a question for you: are you prepared all of your self perform craft employees and subcontractor employees a Microsoft subscription? If this answer is yes, teams may be a good solution for you. If the answer is no, MindForge is the way to go.
There are two purposes of a site-specific orientation. First, two transfer knowledge about the project to a new worker that is walking onto the site. The second is to assess fitness for duty. Does the guy smell like he drank a fifth of whiskey this morning? Transferring knowledge about the project is time-consuming and repetitive. Like in the Matrix, ideally, we’d plug someone into the database and download all the information in a few minutes. That’s not going to happen any time soon. For now, many contractors are having their highly paid and extremely valuable superintendents, project managers, and safety teams download this information to new workers over and over. A middle ground is using MindForge and video of the site-specific orientation to do the orientation. What computers can’t do right now is assess fitness for duty. This type of judgment is a human operation we cannot replicate with machines. But, according to Malcolm Gladwell’s book Blink: The Power of Thinking Without Thinking, we can assess a worker’s fitness for duty in a matter of seconds. Humans are intelligent like that. So, MindForge does not replace the fitness for duty check, but it can save you a hell of a lot of time providing the worker the information they need to do their best work safely.
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OSHA does not approve training content. If they did, they’d be taking on a ton of liability. Under the OSHA law, all required training must be provided by and paid for by employers. OSHA authorized OTI Training centers exist, but according to OSHA, The Outreach Training Program is a voluntary program that OSHA is not required by OSHA — nor does it fulfill any OSHA requirements.
So what does OSHA provide? OSHA provides general training requirements and guidance.
Here is the general construction training and education requirement set forth by OSHA
The Secretary shall, pursuant to section 107(f) of the Act, establish and supervise programs for the education and training of employers and employees in the recognition, avoidance, and prevention of unsafe conditions in employments covered by the Act.
Employers must provide safety training in a language, and vocabulary workers can understand. https://www.osha.gov/as/opa/worker/employer-responsibility.html
For specific exposures, OSHA publishes topics that employers must cover in their training to be deemed compliant with OSHA standards. While OSHA does not approve training, training conducted for exposure needs to adhere to the OSHA Standards for the training completion to stand up in court. For example, OSHA publishes standards around Scaffold training. A scaffold course should address all of OSHA’s training requirements in OSHA 1926.454. MindForge takes exceptional care to ensure that our Construction LifeSaver training meets the OSHA training requirements.
Learn more about OSHA’s Training requirements here: