After scurrying to make a hire and get the project moving, you send a newbie off with a few instructions, an old copy of the safety procedures, and hope for the best. You hired them because they said they can do the work right? Most construction businesses, and workers, have found themselves in this situation, though it is clearly not best practice. Reconsider how careful onboarding can lead to sustainable success and try following these tips.
Frustration Vs Loyalty
New people, even those with some experience under the belt, need structure and support to get on the path to success at a new business. Without it, frustrations and misunderstandings simmer, cynicism sets in, and the likelihood of individual–or business-wide success—becomes unlikely. At Well Built Construction Company, Fulton Cure reminds us of the importance of investing in people:
The best companies don’t leave the success of their people up to chance. They build it — one trained, mentored employee at a time…. The construction industry is facing a serious labor shortage. So why make it harder on us by setting up new hires to fail? The cost of turnover isn’t just a number. It’s lost productivity, rework and project delays that can be a serious hit to a company’s reputation. When someone leaves because they weren’t given the tools to succeed, we don’t only lose a worker. We miss out on the potential they have to help our business thrive. The best construction companies know that training isn’t a waste of time…. Taking the time to properly onboard and mentor new hires doesn’t truly slow a company down…. In the long run, everything speeds up. A well-trained employee makes fewer mistakes, works more efficiently and tends to stick around longer.
Putting a solid onboarding process in place proves to be worth the investment: “Employees who had effective onboarding feel up to 18x more commitment to their workplace, compared to employees who feel their onboarding was less effective. This heightened commitment translates into all kinds of benefits for employers, including longer employee tenures….” Three tactics to include in your plans to get new hires on the path to success are:
- Structured onboarding. Every new hire should have a clear, organized introduction to their role. This isn’t about babysitting, it’s about setting expectations and providing a solid foundation.
- Hands-on mentorship. Pair new employees with experienced team members who can guide them in their role. Learning on the job is great, and it absolutely has its place in the construction world. But in addition to that, having someone in your corner makes all the difference.
- Clear feedback and growth plans. Create a space for new hires to garner feedback on their performance and what’s coming on the horizon. If they’re struggling, don’t just leave them to figure it out. Teach them, and give them space to correct.
Mentoring offers multiple benefits for bolstering the team at your business. In addition to giving a long-time employee a vested interest in the success of a new hire, you’ll be ensuring the new employee feels welcomed from day one. Teaming diverse workers who have different experiences, sometimes referred to as reciprocal mentoring, is another proven way to contribute to both jobsite success and worker satisfaction.
Solid Hiring Process?
As important as it is to have a robust, well thought out and consistently implemented onboarding process, it will fail if you do not also invest in a solid hiring process. Ideally, your hiring process will focus on bringing in more tech savvy workers, even though this too requires a commitment to long-term, strategic effort:
To engage a younger, tech-centric talent pool, the construction sector and local companies should consider developing internship programs and other partnerships with universities that offer courses related to the construction industry, such as construction management, real estate development, architecture, and engineering. Collaborating with universities and community-based educational initiatives allows construction entities to take advantage of the school’s efforts to attract students and promote internships and career opportunities….This approach helps companies engage students who are already interested…and might be looking for real-world applications for their studies.
Ultimately, teamwork is the secret sauce of most success stories—and Colonial Surety is here to help you succeed. Once qualified for The Partnership Account®, you’ll use our power of attorney to issue your own bid bonds, in minutes. Order performance and payment bonds with speed and ease too. Plus, you’ll run your business more efficiently and competitively than ever as you leverage your:
- surety line of credit—in writing;
- private digital dashboard;
- daily snapshot of single and aggregate limits
- ability to update work on hand—and increase your aggregate.
Not quite there yet? We’re here for you too. Our Hometown Bond Program provides local builders with credit based underwriting bonds for up to $250k—no financial statements required.
Surety Bond programs for construction businesses of every size are right here:
Bonding Programs at Colonial Surety Company
Founded in 1930, Colonial Surety Company is a leading direct seller and writer of surety bonds and insurance products across the USA. Colonial is rated “A Excellent” by A.M. Best Company and U.S. Treasury listed. Let’s connect today: Colonial Surety