Editorials

Are your people happy?
By Jerry Gaeta

Your best people (and hopefully all your employees) worked hard for you through the construction season. But, are they happy? Will they want to stay another year with your company or will they be looking for opportunity elsewhere? Will your seasonal and H2B workers be coming back or moving to a greener pasture?

The last several years I have made a point of asking contractors what they see as their biggest obstacle to growth. Nearly everyone answers: Finding qualified people at all levels who want to work, have a good attitude with a team spirit, and who show up on time.

Having been an employer for 28 years and a consultant to contractors for 22 years I can tell you that finding employees with the above traits was much easier in years past. Today, there is a limited labor pool at all levels, but the 2 most critical (for most of us) are:

  • Mid-management such as design/sales, account reps and field/production management.
  • Field foremen/crew leaders able to run/take full responsibility for projects while also mentoring, motivating and training crew members.

Some companies have turned to recruiting as a tool to fill key positions. Technology has aided this process and made it affordable to search nationally and even internationally. But, many contractors are still able to find people using traditional approaches such as word of mouth, signage, and incentives for current employees to bring in a prospective employee.

While competitors have always lured away key employees, the last 2 years many of my clients have seen a rise in the incentives offered with pay increases up to 40% and other perks. Companies offering over-the-top hiring incentives often shoot themselves in the foot. The fact is that 85% to 90% of companies in our industry do not know their costs. With excessive wage incentives and the looming higher minimum wage, these companies put themselves in the danger zone.

Aside from money, job satisfaction is the other major factor in retaining people. Job satisfaction is the one thing that (sometimes) beats out the lure of more money. For one thing, happy employees won’t be out looking for a new job. Besides, money will never build the loyal team with all those qualities you want in your employees. Job satisfaction will.

I believe it is every employer’s responsibility to better the lives of their employees. The result will be stability, minimal turnover and a desire for others to join your team. This was proven to me year after year employing 50 people annually. I found it took maturity, education and applying my faith in running my business before people became content to stay with us and have fun as a team.

Everyone from your laborers to your top managers wants to be treated with respect and dignity. That includes providing a good salary or wage for them and their family. Developing a good company structure, providing training/education opportunities and offering a path for advancement are keys to employee satisfaction.

Build team and job satisfaction with things like after-work cookouts, company functions that sometimes include families, employee awards/recognition, good honest open communication with everyone and a fun, positive atmosphere. It all begins at the top; a smile and a “Thank You” go a long way.

Creating a happy working environment is the best way to keep current employees and to attract future team members. Try a company survey to find out how your people feel about the company and why they stay or leave. You may be surprised!

So the next time a job opportunity elsewhere presents itself to one of your employees, will they say, “Yes sounds great,” or, “No I like my present job!”


Jerry Gaeta is a consultant and speaker, and a past Vander Kooi Associate. Contact Jerry with any questions for improving your company. Office: (843) 886-3363. Email: JerryGaeta@comcast.net

Digital Edition
April/May 2024