Masonry Magazine June 1998 Page. 26
After-Hours Time
Sure, there are going to be emergencies and pressing problems, but we've all run into bosses with bad cases of "urgency addiction" (wanting everything right now).
Treating Employees
Always treat employees as "permanent" (even if they're not). When an employee spends the day wondering if his position is precarious ("will I be laid off when the work runs out?"), he or she will (understandably) treat their work with an apathetic approach and attitude.
Employee Benefits
You don't necessarily need to pay more to keep good employees. Emphasize other things such as benefits packages including health insurance, paid vacations, retirement options, etc. Unfortunately, most employees have come to "expect" these perks, but it never hurts to periodically explain the cost and value of this "enumeration" to the employee.
Time-Off
Time-off for personal business (with no strings attached) in slow business times.
Company Morale Boosters
I know it sounds hoaky - but don't forget the company picnics, random company-paid pizza parties, and Christmas parties. Despite any sarcasm you may hear, they are appreciated.
Company Vehicles
Occasionally offer the company vehicles for an employee's weekend move or heavy project. Yes, I know there are insurance and IRS ramifications - but we're talking people and real-life here and you have to loosen up a little sometimes!
Job Rotation
Have employees switch jobs from time to time. The benefits are twofold. The employee avoids growing stagnant and bored from repeating the same work day-in and day-out and you get an employee with additional skills for future flexibility when scheduling crews.
Recognition Programs
Recognition programs (pins, plaques, certificates, etc.) are great and better than not having any program at all but there are dangers. A mistake too many employers make is having only a (for example) certificate program for their entire incentive program. People aren't stupid and in the absence of any other reward, simply and only awarding a certificate (with no bonus, promotion, or more "tangible" prize) comes off condescending and superficial to the employee.
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Company Personality
Give your company a recognizable "personality" - a monthly newsletter (with information about the company's goals and progress), a contest, special event (take 'em all to a ball game), or a training seminar. While there, informally try to generate dialog from your people on ways to better improve product and service. You'll be surprised at the level of suggestions you get. There are some very clever people out there - it's just that nobody ever asks their opinions.
Promoting From Within
When creating a new position in your company don't run out and solicit outside people in the hopes of finding the "perfect" employee. This is the classic "grass is always greener" syndrome - applied to the construction industry. Take a non-partisan look at the people you already have and try to promote from within that pool. There is simply no better way to show the employee that you are sincere in honoring loyalty, dedication, and efficiency.
Imagination and Compassion
I'm sure you can think of other things that apply more to your company and people. You're really only limited by your imagination, compassion, and willingness to make a difference.
Conclusion
Turnover is no different than any other business concern and if you sincerely plan to make inroads into quelling the problem, you'll have to first proactively address employee morale. The key is to not let it come to you. Start a program today using some of the ideas we've discussed or one's of your own. Just do something! If you're sincere, patient, and committed employee morale will go up, turnover will go down, and with the gain in efficiency and skills retained - profit will automatically follow step!
Editors Note: S.S. Saucerman is a full-time commercial construction estmator/project manager, freelance author and lecturer for the construction industry, and also teaches Building Construction Technology at Rock Valley College in Rockford, Minois.
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