It’s no secret that an engaged workforce is vital to the long term success of a business. Motivated, loyal employees can improve every aspect of a company, from its balance sheet to its health and safety record.
Construction companies need to devote time, effort, and resources to measuring and improving employee engagement if they are to reap the benefits.
Over the five years, the construction industry has performed very well in terms of employee engagement, but the very nature of the industry means that this can change very quickly.
Measuring employee engagement
It’s important that employee engagement is measured continually. The days of the annual survey are over, they only provide a snapshot of the company at a given moment. When you finally compile and analyze the data, you could be looking at a very different company.
Your employee engagement strategy should be woven into the very fabric of your company, from the hire strategy to the exit interview.
Due to their dispersed workforces, using an employee engagement platform for continuous listening is a good solution for construction companies.
Ask the right questions
Many people make the mistake of asking the wrong questions in an employee survey. What is the point of asking questions on issues that you cannot change?
It’s not all about work, people are well-rounded individuals who have lives, goals, and issues outside of their job.
Find out if your employees feel that their work impacts their personal lives and what can be done to manage that.
Show strong leadership
Commitment to employee engagement has to come from the top-down, it’s not just an HR initiative. It has to flow through all levels of leadership and management. Good managers create engaged teams who feel valued and will work more productively and efficiently.
Offer a clear path to progress
Employees who feel like they are stuck in a job with no prospects or career paths are likely to become disengaged very quickly. By having a clear progression through the company, with promotions, increases in responsibility and salary.
People are happy when they believe in what they are doing. Even if a job doesn’t seem overtly meaningful, good leaders will find a way to motivate their team by communicating their importance to the company.
Recognition and reward performance
Being recognized for your work is a great confidence boost. Make sure that achievement is recognized at all levels of your company. It’s not enough to assume that their salary is enough of a motivator. The rewards don’t always have to be financial. If in doubt, ask your employees how they would like to be recognized.
The nature of the construction industry produces its own unique set of challenges when it comes to employee engagement. By implementing continuous listening and devoting resources to making meaningful change, you are more like to achieve the holy grail of employee engagement.
Engaged employees are more productive, happier, take less sick days, and are more willing to go the extra mile for their employers. It can even directly impact the health and safety record of a company.