By Patrick Hogan, CEO, Handle.com
Before the COVID-19 pandemic swept the world, workplace-related headlines were dominated by allegations of financial misconduct, gender and racial discrimination, and sexual harassment. Largely ignored were the things that represent a bulk of what employers and employees need to talk about.
As a business owner or construction team manager, an important aspect of your job involves addressing the problems and concerns of your employees. No one wants to hear complaints or confront employees about workplace issues they might have. But the fact is that nothing gets resolved and the business will not move forward if these concerns are not addressed. Some of these concerns may be small but if you don’t show any proactive disposition regarding your employees’ grievances, they can build up and sow a seed of discord within their ranks. Having disgruntled employees can result in a demoralized team, which can affect productivity.
Especially now, in the time of the coronavirus outbreak, empowering employees so they can voice out their concerns should be one of your top priorities. Here are some of the ways you can have pleasant and productive “let’s talk” sessions with your employees.
Creating the Right Environment
Employee communication is founded on trust. Companies that create a culture based on trust will foster an environment where employees trust employers enough to voice out their concerns. The more an employee trusts their employer, the more likely they are to come forward as soon as they see a problem occurring.
Not a lot of construction companies exert effort to foster an environment that is conducive to employee communication. While most companies do have certain mechanisms in place to get employee feedback, such as dedicated hotlines and feedback programs, these are usually done only to comply with the law. Convincing employees to use them at all can be a daunting task. Without a culture of trust, these systems that you put in place will be useless.
Construction businesses face a lot of business challenges, from supplier problems to payment issues, and understandably, there may not be as much emphasis on employee communication. But overcoming this hurdle can provide big benefits to your business. A great way to do so is to ensure anonymity and complete confidentiality in your feedback programs.
Hearing Employees Out
There are several ways you can hear out employees regarding their concerns and complaints. For instance, you can solicit the help of team leaders, who can talk to their teams and report their findings to you. Phone hotlines and dedicated email addresses for feedback are also some of the best channels to gather employees’ opinions. Finally, regular employee surveys and even physical suggestion boxes are great ways to check the pulse of your organization.
The effectiveness of these feedback methods, however, lies in you as the listener. Communication is a two-way street and you need to actively listen to what the other person is saying to ensure that both of you are on the same page. Give your employees your full attention and feel free to ask questions if you want them to clarify their concerns. You want to be empathetic and show that you understand the problem.
At the end of the conversations, you and your employees should have a clear agreement on what the next steps will be. More often than not, this will be gathering more information about their concerns and talking directly to the people involved to verify their claims. Don’t leave your employees wondering if their problem will be resolved. If you think you can’t do anything about the situation, explain it clearly.
Communicating During the Pandemic
The current crisis has created extraordinary circumstances for many construction employees. Some states have declared construction work essential while others have ordered workers to stay at home in order to slow down the spread of the novel coronavirus. As a consequence, many construction employees will have pressing concerns about their work as the crisis continues.
It is at this time that effective communication is important more than ever. There will be an increasing level of frustration as uncertainty takes over your workforce. We all have been caught off guard by the pandemic and unfortunately, not every company is well-equipped to quickly adapt to the situation.
When talking to employees about the current situation, you need to put yourself in their shoes and think about what it means to your employees. Anticipate their questions and answer them as honestly as possible. Complete honesty can be scary, but being truthful establishes trust and prevents the build-up of tension, especially in this time of uncertainty.
About the Author:
Patrick Hogan is the CEO of Handle.com, where they build software that helps contractors, subcontractors, and material suppliers with late payments. Handle.com also provides funding for construction businesses in the form of invoice factoring, material supply trade credit, and mechanics lien purchasing.
