For your construction firm to thrive, you need to find and keep great talent. The last thing you want is for your best employees to leave for another firm. Retaining great employees requires a strategic plan. Here are some measures you can take to gain the trust and loyalty of your top talent and keep your team engaged and retained for the firm’s success.
Give Regular Feedback
Frequent communication and feedback are great ways to improve retention in a construction firm. Employees need to know where they stand and what they need to do to improve so they can take the steps needed to succeed. Also encourage them to come to your office with their questions and problems by maintaining and “open door” policy. This builds trust and encourages openness on the team. If employees can see how they are making progress, they will become more engaged, and, thus, will be less likely to leave.
One of the best ways to show your employees that you care about them professionally and personally is to provide career development opportunities. It’s one thing to say you care, and another one entirely to actually do the work it takes to help them advance in their careers. Help your employees develop career plans that will allow them to learn on the job and advance toward their career goals. It’s a great strategy to develop and promote talent from within than have them go elsewhere to get those opportunities.
These days firms have much more diversity than in times past; there are employees from many different generations working along side each other, as well as people from all different backgrounds. There are also more women in construction firms now. It’s important to support and encourage diversity on the team. It is always beneficial to have people with different points of view working together. However, if you don’t try to accommodate differences, you’re going to end up losing great employees. If your work culture only caters to baby boomers, you’re going to isolate the millennials you hire. Likewise, if you only try to appeal to millennials, you’ll lose your more established Gen X employees. Try to understand what individuals expect from their work environment and find a way to appeal to these expectations. Don’t expect that everyone will be the same and want the same things.
One of the most important responsibilities of a leader is to create a culture that support and engages their employees. This is the best way to attract and retain high-quality employees. Fostering communication, career development, and diversity will help you improve your company culture.
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