Construction’s Post

What makes a great construction team? Here’s some stats for you: The average person spends ⅓ of their entire adult life working. 5 days a week. 48 weeks a year. If you begin your working life at 18 and retire at age 65, that equates to circa 90000 hours of work, so you can't afford to waste time working in an environment where you resent the people you work with. At Hickson Contracting - I do everything that I can to ensure that I have a fair, grounded construction team that helps to prevent those working hours feel like a chore. Here is how I build a team I can rely on: Demand everybody is TRUSTWORTHY - Too many people stretch the truth and over promise on things they can't deliver. Outline our company VALUES - Honesty, professionalism, and a desire to produce high levels of quality work. Find strong LEADERS - People who take responsibility for their decisions and who are fair and reasonable when dealing with others. Ensure effective COMMUNICATION - Critical to the success of any project or team. No-one should ever dread going to work each day. That’s why selecting professionals with the above attributes creates a team of like-minded individuals, which in turn, helps build rapport and ultimately leads to a more productive, enjoyable working environment. What do you think makes for a good team?

{Wednesday Wisdom} 5 Strategies for Hiring and Retaining Gen Z Construction Talent Informa Markets https://bit.ly/3WpMZUj #wednesdaywisdom #genz #hiring #retainingtalen #HR #leadership #management #commercialroofing #residentialroofing

Thoughts: It's not that employees don't want to communicate their grievances but have you created a work environment wherein management can take constructive criticism from their employees... For example, criticizing an employee on their turnaround time of returning tasks without considering the workload delegated to them; furthermore, instead of providing support and acknowledging the struggles they bring forth, you criticize the delay of delivering the task. How does one then effectively communicate their grievances in a work environment that prioritizes work over its employees.

I found this blog from our employment team a helpful read, and not just for managing performance that is actually ‘poor’. It’s so important that everyone knows where ‘the bar’ is, and where they lie in relation to it. Where people are struggling, we need to work with them to identify what they need to do, and give them training or experience to help them get there. We all find those difficult conversations uncomfortable, but small corrections along the way are so much easier than telling a, by then experienced, team member who thinks they’re doing what is needed that they’re nowhere near the bar and won’t get that promotion they thought they deserved. I’ve been impressed with the Farrer & Co approach - our Career Development Frameworks for different levels (even partners) are clear, and there is excellent training readily available. I hope you find the blog useful. https://lnkd.in/eTHpe68W

Discipline in the workplace is crucial for maintaining a productive and efficient work environment. It sets expectations for behavior and performance, ensuring employees understand what is acceptable and what is not. By enforcing discipline, companies promote professionalism, reliability, and accountability among employees. It also prevents conflicts, maintains a positive work culture, and encourages continuous learning and growth. Ultimately, discipline is essential for achieving organizational goals and fostering a thriving work environment.

Want to conduct a productive Performance Appraisal?  Here are some HR tips! 📈 1️⃣ Collaborative preparation: Both parties should come prepared for the meeting by reviewing past performance records, goals, development plans, etc. This will prevent overlooking important details and ensure an objective performance assessment. 2️⃣Set Clear Expectations: Ensure employees understand their goals and objectives from the get-go. 3️⃣ Two-Way Communication: Encourage open dialogue where both parties can discuss achievements, challenges, and growth opportunities.  4️⃣ Document Achievements: Keep track of accomplishments and milestones to provide evidence during the appraisal.  5️⃣ Development Plans: Ensure that the plan discussed and documented during the meeting is comprehensive and aligned with the employee's goals and the organization's objectives. 6️⃣ Fair Evaluation: Base assessments on objective criteria, such as skill proficiency, goal achievement, numerical targets, quality of work, timeliness, and feedback from teammates and clients, while avoiding prejudices or favouritism.  7️⃣ Recognition: Acknowledge and celebrate successes to boost morale and motivation 8️⃣Regular Feedback: Offer constructive feedback throughout the year, not just during appraisal time. Remember, effective Performance Appraisals aren't just about evaluation, they're about fostering growth and development! 🌱

Pretty simple - compensate people appropriately (before they need to demand it) - treat people like humans (not capital equipment) - listen to them (you don't need to accept everything but you need to consider their perspective) - avail them opportunity to advance (including additional training and/or formal education) - realize that they have lives outside of your business and those lives are more important to them than your business.

📢 Reflecting on a pivotal moment from my career about 15 years ago. 🤔 Back when I was leading a team of technicians, I faced an interesting challenge. 🛠️ Senior management raised concerns that I appeared to prioritize employees over the company. This perception stemmed from my discovery that our company was in violation of state employment laws, which mandated hourly pay for our techs instead of salary exemption. I was surprised by this characterization because I firmly believe a manager should advocate for their team. However, I also recognized the importance of safeguarding the company's interests to ensure compliance with employment laws. #Management #Leadership #EmployeeAdvocacy #CompanyInterests #CareerReflection #BalancingAct In my opinion, an effective manager should strive to be both an advocate for their team members and an advocate for the company. Balancing these roles takes skill and finesse but can lead to the overall success and well-being of everyone involved. What are your thoughts on this approach to management? 💼🤝 #CareerDevelopment #ManagementSkills #BalancedLeadership #TeamBuilding #LinkedInDiscussion

Effective conflict management is a cornerstone of successful HR practices, crucial for maintaining positive work environments and fostering strong employee relations. As HR professionals, we understand that conflicts can arise due to various factors such as communication breakdowns, personality clashes, or differing work styles. To address these issues, we employ a multifaceted approach that includes proactive communication, active listening, and mediation techniques. We encourage open and transparent communication among team members to prevent misunderstandings and address issues early on. By actively listening to both parties involved in a conflict, we gain a deeper understanding of their perspectives, concerns, and underlying needs. Acting as impartial mediators, we facilitate constructive dialogue and negotiate mutually agreeable solutions. Additionally, we provide conflict resolution training, develop clear policies and procedures, and ensure cultural sensitivity in our resolution strategies. Our continuous improvement efforts aim to refine our conflict management processes based on feedback and past experiences. Ultimately, our goal is to create a work environment where conflicts are addressed constructively, leading to enhanced employee engagement, productivity, and organizational success.