Managing Employees and Clients – In the Construction Business, many different issues can arise. In this article we will go over a few common issues when managing employees and clients.
Before you start advertising you should take a look at the past. If you have hired quality employees that have stayed with you, what did you do right to keep them? And for the employees that you hired and regretted, what do you think you did wrong? It’s important to analyze what has and hasn’t worked for you in the past. If you don’t, your mistakes are almost guaranteed to be repeated.
“The definition of insanity is doing the same thing over and over again and expecting a different result.” – Albert Einstein
In construction there are a lot of talented, honest, well-trained, and potentially hard working people looking for work. It is up to you to find them. Many construction companies use Craigslist to post their jobs, but word-of-mouth and referrals are equally useful. If someone hears about your company through a friend or family member, they are more likely to seek out your business because they value that person’s opinion. Do not underestimate the power of communication, you can get organic leads this way.
Employees can make or break a business, so it is very important to be careful when you hire. On the flip side, you have to be careful when you need to fire someone – but I will cover that later.
In the hiring process, you are looking for quality craftsmen. One way to tell if someone does good work is by if they are proud of what they do. Most of the time, if they are proud of their work they will have proof of it on their phone.
There are a few different red flags to be on the lookout for during the interview process. For starters, it is important for both parties to be appropriate and respectful. Were they on time, polite, respectful, and did they refrain from using swear words during their interview? – If you answered no to any of these then it is pretty clear that you should weed that person out.
You have something that they want, a job. If these signs of respect cannot be met during a simple interview, how do you think they are going to be when they are representing your company on-site?
Company owners need to evaluate their own performance. You shouldn’t ignore the little voice in your head when it says it’s time to let someone go. You need to trust your gut feeling and let that person go. It is crucial to be able to identify the employee that is the root cause of the issue you are trying to resolve.
It is important to fire someone quickly when you realize that someone isn’t a good fit because it requires a lot of money to train and get an employee to a point where they become profitable for your company. Identifying and removing an employee will actually save you time and money!
Sometimes people are unhappy with their job, they feel like they are getting the short end of the stick or they just overall have a bad attitude. That attitude is poisonous and can affect the entire team, so it is important to cut those bad apples out as soon as it is apparent that they are unwilling to improve or if there is no sign of resolution.
Communicating with Employees and Clients
Communication is a common issue. But it is crucial to learn how to do so effectively, in order to learn how to manage your employees and your clients. One of the most frustrating issues is employees that refuse to communicate with customers of their managers when they should. A lot of employees arrive for their workday unprepared due to a lack of communication.
Projul has a ton of features that encourage communication. When you assign someone a task, they will get a notification on their phone that they have a task that will prompt the person who received it to take a look. In addition, when you are assigned a task you are able to comment on it (which is tied to everyone else who is assigned to that task, including the project manager). This feature rolls up into communication for the entire project, not just that task!
For example: If I was tasked to go replace a toilet, I would be able to comment on that task individually (similar to an iMessage) that the toilet wasn’t installed because there wasn’t a supply line on-site. That would notify everyone else associated with that task.
This carries through the life of the project. The project manager can see the notes that the scheduler took from the very first interaction with the customer, which might have important information. Maybe the customer has a dog they don’t want to escape or they have specific parking instructions. All of this can be done within the app.