When you buy new decorating equipment or hire staffers, there’s no time for downtime. Your DTF and UV DTF printers are only as good as the operators running them. That’s why you need a tailored training program to get them up to speed and proficient as quickly as possible.
Training Without the Traffic Jam
New hires are critical for scaling production, but traditional onboarding often creates bottlenecks. The stakes for print shops using specialized equipment, such as DTF or UV DTF printers, are even higher: a single misstep can result in wasted materials, delayed orders, or damaged equipment.
Unstructured or spotty training can cause low morale or production slowdowns during onboarding. Even worse, as a conservative estimate, poor training can cost your shop an average of $1,200, the general cost of training one employee. However, hands-on, real-world training can help you cut the learning curve and increase productivity by 80% while maintaining your everyday workflow.
With a structured approach, real-time training, and simple tools, you can quickly turn new hires into production assets. With our top 10 training tips, say goodbye to bottlenecks and stress and hello to smoother print days!
1. Start With a Micro-Training Plan
Set up bite-sized, micro-trainings that break complex or multistep processes into manageable tasks that staffers can focus on and learn more quickly. Studies show modular training improves retention by 80%, aligning with our brains’ chunking mechanism. For example, focusing solely on machine startup/shutdown procedures on day one helps new hires master foundational skills without overwhelming them.
For UV DTF workflows, breaking training into short, focused modules helps new hires build confidence without overwhelming them and fits easily into busy shop schedules.
A phased approach might include:
Micro-Session: Film Handling
Loading and unloading film (10-minute demo + hands-on practice).
Micro-Session: RIP Software Basics
Introduction to RIP settings, including color profiles and print resolutions.
Micro-Session: Troubleshooting Fundamentals
Troubleshooting powder application issues and curing basics.
Pro tip: Providing checklists for tasks like film alignment or RIP software calibration standardizes workflows.
This incremental model speeds up learning and reduces mistakes: Shops and other small businesses using micro-training report fewer errors in the first month.
2. Use Video to Save Time and Repetition
If you haven’t already done this, record your top tech walking through steps like:
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Daily maintenance, including cleaning print heads or calibrating sensors.
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Loading film.
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Aligning prints.
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Applying UV DTF decals.
Let new hires watch these clips before shadowing their trainer because video demos are cheat codes for visual learners and also bridge language barriers. Step-by-step videos help them ramp up faster as they can replay steps until they’re confident or anytime they need a refresher, decreasing the chance of unsafe practices. Recorded videos also save your team from repeating the same live walkthroughs every time, reducing repetitive questions.
Pro tip: Include these aspects in your video production, where possible:
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Add timestamps to videos for quick troubleshooting (0:45: Fixing film wrinkles).
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Include close-ups of hand movements for tasks like weeding UV DTF decals.
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Test comprehension with one-question quizzes post-video. (Example: Which setting adjusts the curing temperature?)
3. Pair New Hires With a “Print Buddy”
Assign an experienced team member as your new hire’s point person or “print buddy” during their training. This can help your new hires reach productivity benchmarks faster. Studies have shown that new hires are more confident asking questions to one mentor than a group, and mentors enjoy higher job satisfaction when they can teach others.
This does a few things to jumpstart training:
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Gives new hires a go-to resource for questions.
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Builds team confidence and culture from the start.
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Reduces interruptions across your team by.
Pro tip: Rotate mentors quarterly to cross-train staff and prevent knowledge silos.
4. Simulate First, Then Go Live
This is a great way to give trainees real-world experience without consequences. Research shows 45% fewer errors occur when employees simulate tasks first. You can start with:
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Practicing on test DTF and UV DTF prints or scrap materials, or old blanks.
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Completing full mock jobs solo before touching client orders.
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Building quality habits early reduces costly errors later.
Here’s a more specific example simulation plan you could try:
Day 1–3: Shadow your print buddy + print and adhere 10 test transfers.
Day 4–7: Complete mock orders with deadlines (50 transfers in two hours).
Day 8: Review mistakes and retrain.
5. Teach During the Flow of Real Work
After initial instruction, start integrating trainees into your production process to give them experience assisting other team members. For example, while a veteran handles powder shaking, the new hire preps film for the next batch. This “tag team” method keeps the queue moving while teaching context-specific skills.
If you don’t treat training like a separate job, you can easily integrate learning into your existing workflow with collaborations like this:
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“You load and print the DTF film for these five shirts, and I’ll handle the powder and cure.”
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“Let’s see how you apply the UV DTF decals to curved surfaces.”
Another way to do this is by assigning new hires low-risk, repetitive tasks like cutting cured transfers while explaining how this important role fits into the larger workflow and shop’s profitability. Another tactic: Assign new hires to repetitive, low-risk tasks like cutting cured transfers while explaining how their role fits into the larger workflow.
6. Build In Quick Wins
Nothing makes a new hire feel like a functional part of the team like taking ownership of something simple on day one. This could include cutting or organizing transfers or restocking ink cartridges.
Quick wins boost morale and reduce turnover. Early responsibility builds buy-in and keeps training momentum high without risking job quality or slowing the team down. Plus, giving a new hire responsibilities early increases engagement.
Then, gradually increase the complexity of the tasks:
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Day 1-3: Focus on material prep tasks like loading film, cutting transfers, labeling prints, and learning safety steps. These foundational skills help build confidence early.
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Week 2: Trainees assist with full print runs, including operating the printer under supervision, applying powder, and handling the heat press. This phase helps reinforce workflow and timing.
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Week 3: Trainees begin running solo small batches, completing prints from start to finish with light supervision. By now, they should be comfortable with most key tasks and confident working independently.
Shops that use this training tactic have reported a 25% lower 90-day turnover.
7. Prioritize Maintenance and Troubleshooting
Preventive training saves thousands in machine repairs. Train staff on how to:
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Clean the machines correctly.
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Perform routine maintenance.
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Spot early warning signs for common problems.
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Perform fast fixes.
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Know when to escalate for higher-level support.
Studies show that teams trained in equipment maintenance can resolve 80% of issues without escalating the problem to the vendor or an outside tech.
Here is a quick checklist of things that you should cover during training.
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Checking rollers for debris during film jams.
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Reloading film properly.
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Running a test print to verify the fix.
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Checking ink levels for print quality issues.
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Cleaning printheads (manual and auto options).
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Adjusting color profiles or resolution in RIP software.
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Keeping a maintenance log to track issues and spot recurring problems.
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Rotating monthly maintenance drills (e.g., jam fix, head clean, nozzle check, software reset).
You can also create a troubleshooting guide to help employees work through specific common problems like these:
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Film jam? The new hire should check for debris on the rollers, reload the film correctly, and run a test print to ensure proper alignment.
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Faded colors? The trainee should check ink levels, clean the printheads, and, if needed, adjust RIP settings such as color profiles or output resolution.
Pro tips: Monthly maintenance drills, like fixing a simulated jam in five minutes, keep skills sharp. Managers should consider rotating certain maintenance drills and asking different employees to perform them to ensure the highest number of employees can resolve maintenance issues.
8. Training Staff Without Print Experience
Many print shops don’t have access to a talent pool with specific decorating experience. But that’s OK when you include competency-based training that focuses on repetition.
Start with simple, hands-on tasks like cutting film or shaking powder. Use visual aids — like photo checklists and color-coded tools (e.g., red handles for alignment guides) — to reinforce each step. These techniques can help reduce waste, increase productivity, and improve employee morale.
For non-technical hires, a phased training approach works best:
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Week 1: Focus on material handling, including film, powder, and substrates. This builds foundational comfort with the equipment and workspace.
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Week 2: Move into assisted machine operation, such as loading film, starting print jobs, and navigating basic software functions with supervision.
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Week 3: Introduce Independent Quality Control. New hires should be able to identify issues such as bubbles, misalignment, or ink smudging with minimal oversight.
With this approach, studies show that 90% of hires master core tasks in 30 days.
9. Use a 3-Day/ 7-Day / 30-Day Progress Plan
Set clear expectations and track progress with a phased plan. This helps new staff know what’s expected — and helps you see who’s ready to take on more. Shops using phased plans see 35% faster productivity gains.
Structured timelines set clear expectations. Check out this example plan:
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Days 1–3: Observation + basic machine handling
Observe workflows, practice startup/shutdown, and follow safety protocols to assist the new hire in making the most of their talents. Guide them as they learn the printing processes and their individual duties. -
Day 7: Practice prints + supervised application
Running 10 supervised prints and assisting with curing provides an indication of the employee’s aptitude, and also allows for additional training or retraining if issues arise. -
Day 30: Full production responsibilities + minor troubleshooting
The employee should be able to handle entire batches alone or as part of their assigned team. They should also be able to troubleshoot most minor issues with minimal outside instruction.
Track progress with a shared spreadsheet, noting milestones like “First solo UV DTF application completed” as an additional measure to boost trainee morale.
10. Leverage Arcus Printers’ Onsite Training From Day One
When you purchase a DTF or UV DTF printer from Arcus, you don’t just get a machine — you get a huge jumpstart. Arcus’ on-site training eliminates the guesswork of machine setup and getting started.
Hands-On, Fast Learning: Our expert technicians install your equipment and guide your team through setup, operation, and troubleshooting in real-time, getting your shop up and running quickly without relying on manuals or trial-and-error.
Tailored to Your Shop’s Needs: Arcus customizes training to your equipment, production goals, and environment, including shop-specific tips like adjusting UV curing times for humid climates or optimizing film layouts for larger orders. We do this because research shows customized training based on your shop’s volume and other factors reduces setup errors.
Beyond the Basics: Your team won’t just learn how to operate the printer; they’ll master advanced maintenance, real-world troubleshooting, and techniques to maximize output and maintain quality under actual production conditions. We’ll also simulate solving common issues like film jams, which cuts downtime.
Ongoing Real-World Support: Post-training, we provide a tailored reference guide with shop-specific tips, ensuring your team retains critical knowledge. After that, Arcus technicians remain available for live support, giving your team the confidence to handle large projects and unexpected challenges without the steep learning curve.
Discover the Arcus Training Advantage – Contact Us Today
Arcus Printers specializes in providing cutting-edge DTF and UV DTF printing technologies backed by expert, real-world training. Our onsite sessions go beyond basic setup, giving your team the skills to optimize production, troubleshoot challenges, and maximize output from day one.
Whether you’re installing new equipment or seeking to enhance your current workflow, Arcus’ U.S.-based training and support teams are ready to help your shop operate at its full potential.
Learn more at arcusprinters.com.
