How do I train a successor to break down a carcass the way I do?

Start by naming what you do differently, because much of it is habit. Break the process into steps and explain the reason for each: where you start, how you follow the seams, what you save for grinding, and how you keep the work safe and clean. If you can film or photograph the sequence for training, ask the staff first, and keep the result for the next person you hire as well.

Next, move from watching to doing. Let your successor take the lead on simple primals while you stand next to them, then on harder ones. Weigh the trim and the cuts each time and compare with yours, so the lesson is measured rather than guessed. Correct the technique straight away, especially anything involving blades and saws, and stop the work whenever it looks unsafe.

Finally, decide together what ready means. It may mean consistent cuts, steady yield, safe habits and good judgement about what the customers want that week. Tell customers and staff who is taking over, and stay available for a while. A succession adviser, or your accountant, can help you plan the timing of the transition.

Key takeaways

• Break your method into steps and explain the reason behind each.
• Weigh the trim and the cuts, and compare your successor’s results with yours.
• Define ready in advance, including safety, yield and judgement, before leaving them alone.