Jonathan Austin, Founder & CEO of Best Companies outlines the top five ways to improve employee engagement in construction…
The success of any organisation is down to the people who work there, and employees who are engaged and motivated to succeed are the best possible asset. Rather than just expecting employees to show up, work for eight hours then leave, more and more companies are investing time, money and energy into ensuring employees are happy and engaged with their jobs.
One sector that appears to be outdoing itself when it comes to employee engagement is construction. According to data from Best Companies, the people behind the Star Accreditation rating, the Michelin style stars for engagement, and The Sunday Times Best Companies to Work For List, the construction industry outperformed all others in terms of engaged staff, so they must be on the right track.
Employee engagement isn’t a process that can just happen overnight. This is particularly true for larger industries like construction where there are dozens of staff at different levels, and measures may take a while to implement. That doesn’t mean it can’t be done! Every company’s employee engagement strategy will be completely unique, but read on for five top tips on how you can get started.
1) Not all work
Perhaps this one should go without saying, but looking after their people and making sure they feel valued is something that the Lindum Group take very seriously. The Lindum Group has the right idea; 83% of their employees believe that their work does not have a negative impact on their health. And that’s because time away from their desks is encouraged with activities like golf, cricket and cycling days, and regular games of five-a-side football.
Particularly for an industry like construction, where the work involved can be labour-intensive, providing downtime for staff where they can relax and rejuvenate after a long day’s work is key to keeping productivity and happiness high.
2) Strong leadership
The very best managers aren’t really managers at all, they are leaders. In other words, rather than telling people what to do, they lead by inspiration and example to ensure that results are being delivered. Managers who actively take an interest in their employees’ development and learning will always bring out the best in people; it makes them feel valued and appreciated.
The best managers understand the strengths of their team, and always look for ways to bring those strengths to the forefront. They are also great listeners, inspiring and understand the impact that they have on their team. People who feel a strong connection with their manager are more likely to be happier within their role, feel engaged and produce higher quality work.
3) Clear progression
Most people don’t want to stay in the same role forever; it’s only natural that people move up and progress in their career, and this is one of the key factors to ensuring employees are engaged. Having something to aim for, like an increase in responsibility and salary, with clear steps on how that person can achieve those goals, will motivate them more than anything else. Managers should speak to members of their team individually in order to find out where their interests lie, and also where they believe improvements can be made. A manager may have their own list of improvements, but they should also ensure that their team are directing their own learning, focusing on things they are interested in, rather than being told what to learn.
One way that the Lindum Group achieve this is by encouraging their employees to come forward and request training for personal or professional development. This includes ‘construction ambassador’ courses or public speaking seminars. All of the training undertaken helps employees feel a sense of progress in their career and life.
4) Meaningful work
It’s hard to feel engaged if you don’t think what you are doing matters. Employees who are happiest in their jobs believe they are adding value to a business and that the work they are doing is important. If they feel this way, they are more likely to try harder to complete a job to the highest standards, and do it with pride. Leading on from the previous point, in any line of work, it is the manager’s responsibility to ensure that staff know just how important their jobs are. From every employee on the coalface, right through to senior management, seeing the direct connection between their jobs and the company’s purpose will make them feel as though they are part of something bigger. Achieving this is what we call ‘organisational clarity’. Alongside managerial engagement, this is the holy grail of business performance in the 21st century.
5) Recognise and reward
Motivating your employees to always do their best can appear complicated from the outside. In reality, it’s rather simple, but one of the biggest factors behind successful employee engagement is ensuring that people know their work is appreciated. Confidence is a fantastic motivator, so take time out of your day to celebrate and reward great pieces of work; recognising employees in a way that’s meaningful to them and goes a step further to show you truly care.
A good salary and benefits may ensure that they show up every day, but incentives for exceptional performance give people something extra to aim for. The road to high employee engagement is not set in stone; it is likely to differ between companies depending on their sector, size and culture. These are just five tips to get you going! There are so many other ways to get your employees engaged with the work they are doing. Particularly when it comes to the construction sector, people want to know that all the hard graft they do is appreciated and valued; there’s nothing like feeling part of something bigger to motivate you to be the best you can be.
Take the time to discover what your employees would really like to get out of their job, that way you can tailor your engagement strategy to suit them. It’s certainly a marathon rather than a sprint, but committing to the journey is half the battle done. â–
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Jonathan Austin
Founder & CEO
Best Companies
Tel: 01978 856 222