(Editor’s note: Dr. Charles Coker is conducting a series of organizational development workshops at NEFBA designed to enhance workplace relationships and productivity. Each month, a summary of Dr. Coker’s presentation appears in Builder News.)
By Charles W. Coker, PhD, SPHR, LifeThrive Founder, CEO
For most employers, myself included, the greatest challenge we face is finding and keeping or contracting employees who will make our companies successful.
Most often it is not because we have not tried, provided good incentives or gone the extra mile to make sure our employees were on track with our goals and objectives.
The reality is that we simply need to focus on a few key points that will simplify the process and make it more manageable.
Here are five points to help you improve the quality and profitability of your company:
Most contractors/employers concentrate purely on skills rather than the key performance indicators which will determine theirs and your success.
Key performance indicators, or KPIs, are the concepts or processes that must be accomplished.
If there is an understanding of what must be accomplished instead of an attitude that says, “I’ve done that and know how to do it,” your success factors improve. Skills are important, but may not always match what your job requires.
I do not say that flippantly. Hiring someone with skill sets may be good, but if they do not understand the final outcome and what it is supposed to look like for the customer, you are in trouble.
Once you know what needs to be accomplished, identify the right behavioral type. Why? Because genetics have a huge impact on the quality of work you want done.
A fast-paced, pushy person is rarely, if ever, going to make a good trim carpenter. You need someone with attention to detail.
NEFBA members have free access to a 10-minute assessment to help you make sure you know what personality traits to look for in potential employees so they perform their work without stress.
Often we have preconceived images of what a tradesman, sub-contractor, super or project manager needs to look like.
At times we also look for someone like ourselves. Both times we may have images that are not congruent with the job, which is why we must lose the emotions that often occur during the hiring process.
When you get away from hiring in your own image or preconceived notions and focus on the benchmarks, you improve your success because:
• There is accuracy rather than trial and error;
• The mindset is congruent with your culture and approach to project management;
• The work ethic will meet your expectations and build morale, impacting your whole team;
• You will have a higher level of productivity; and.
• You will save money by containing costs and meeting deadlines.
Each phase of employment requires different skill sets by the employer. Some roles (like benchmarking, interviewing, hiring and performance reviews) require more management or task-oriented skill sets.
However, other roles (like onboarding, growth and development, promotion and retention) require more leadership/inspirational skills.
Most employers do not know how to shift mindsets and end up causing stress when they are seriously trying to be a good leader.
The only way an employer can do that is by understanding the behaviors and mindsets – and, that is what must be managed and led, not the employees.
Most employees are looking for the “right” job and company.
The reality is that your company can be the right one if you have the proper focus. There are really only a few things you need to do to attract the right kind of people.
You can create the right environment if you take these steps.
• Get rid of the motivation killers like disorganization, lack of organization, poor communications/directions, technology issues, outside interruptions and working without structure.
• Ensure communication is focused on the behaviors and mindsets not just “people/employees.” One size (your style) does not fit all. Motivate employees with their behavioral and mindset motivations, and their productivity will increase significantly.
• Institute interactional leadership and management rather than boss-speak. Each employee needs to be focused or inspired based on his or her assignment.
• Collaboration works and inspires ownership of each and every project.
Please contact me if you would like aspects of the materials that were shared at this recent session. The email address is [email protected] and I am happy to help any way I can.
LifeThrive is a developmental organization providing research-based employee lifecycle consultation with a focus on helping companies maximize individual employee and team potential. The primary result is satisfied and more productive employees, equating to a healthier bottom line for your business. More information is available online at lifethrive.com.