Building employee engagement with effective people management
Guest blog by Claire Kirk, BirdDogHR
Construction companies cannot thrive without productive employees, making them the organization’s main asset. An engaged employee not only produces quality work that benefits the company as a whole, but they motivate and assist others around them. Unfortunately engaged employees are hard to come by, and many engagement strategies are unsuccessful.
Engaging and Mentoring from Day One
High engagement levels start with an effective onboarding process. Onboarding begins on day one and continues on to help the new hires become proficient within their roles faster. This is the critical stage where job and project goals, and expectations should be made clear.
Many new hires in today’s workforce say they are unsure or unaware of their company’s overall mission. These same employees make mistakes that are unintentional, but could negatively impact the organization and other’s safety. By automating new hire HR forms companies can spend more time on proper training, assigning a mentor and immersing new hires in the company culture. This sets them on a great path for job success.
Providing Relevant Training
Delivering relevant and specific training is the next step in creating a workplace with high employee engagement. If training isn’t relevant, engagement could end right there. Specific and relevant training will educate employees about the organization’s core competencies and align their goals with the organizations strategies.
Relevant training leads to higher engagement, while simultaneously creating a foundation for advancement opportunities. When employees develop their skills, they prepare for future jobs within the organization. Employers want their employees to be well developed. Employees want to see the possibility of a future promotion. Relevant and specific training accomplishes both of these goals.
Fostering Open Communication, Transparency
Not all employees are able to identify the weaknesses that keep them from becoming a top performer. Employers can help by creating a culture of open communication and transparency in an industry where communication barriers can and often do occur. This will allow for constant feedback that shows employers the strengths and weaknesses of their team members.
When weaknesses can be improved upon, middle performers overcome obstacles that have kept them from producing outstanding results or getting to the next level in their career. A culture of open communication and continual feedback also helps identify those top performers, while grooming them for more responsibility.
Document Always, Review Often
Once an organization defines a culture of open communication and transparency, it is time to document and deliver ongoing feedback. Annual performance reviews are no longer an accurate rating of employee performance. When feedback only occurs annually, employees become disengaged and discouraged. By sharing and receiving ongoing feedback, employees will be motivated to produce quality work that satisfies employer needs, while employers can hear feedback on ways to improve workplace and field processes.
Forward-thinking construction companies are leaving annual performance reviews in the past and replacing them with 360 degree feedback. Confidential anonymous feedback that comes from the people that work around or within a team helps employees stay on track every single day. Overcoming obstacles is made easier for employees with continual feedback provided from experienced and seasoned workers.
By utilizing these talent management strategies, companies can be well on their way to increasing employee engagement. Employee engagement starts on day one with effective onboarding and continues on with relevant training and ongoing communication that develops and prepares them for future positions within your company. When engaged, employees play a major role in driving company success and growth.
Claire Kirk can be reached at firstname.lastname@example.org