How To Make The Ladder Of Opportunity Happen At Your Construction Business
Note: This is the last article of a 3 article series on this topic (Click for article #1 or for article #2)
Let’s use the example of creating a “Turnkey Business”
If you want a turnkey operation, which is one that runs without the need of the owner’s participation, the employees need to be self-motivated rather than motivated by the owner, their manager or short term measured motivation programs. Even if turnkey is not part of your vision, a single owner can’t wear all the hats of a continuously growing company. Vacations, health, and emergencies will at some point require the owner to delegate responsibilities to key employees.
Learn the “whys”
The best way to find out what will motivate team members is to ask them. While interviewing recruits or existing employees, find out not only what motivates them to grow, but also why. Connecting the “why” to the “what” can help get you, your business and that employee to where everyone wants to be much faster for two reasons.
- The first is the simple fact that adults choose to commit and follow through on their goals for their own, sometime selfish, reasons.
- Second, if the business, the marketplace or life changes at some point, knowing the why can help us find alternate ways to accomplish the long term company vision while still maintaining motivation.
Managing employee growth requires scheduled reviews
To help facilitate success support employee career advancement planning and implementation with a structured employee review process. Be sure your review process identifies where the employee is today, where he or she is headed, and where you both expect them to be along their career path by the next scheduled review meeting.
Generating a vision for where they will be is not enough
Work with the employee to identify the plan required to get there. Include what the employee needs to do, as well as the company’s commitment and the necessary steps to help make it happen.
Implementing a ladder of opportunity may require that the employee train and mentor his or her replacement. Be sure the company provides "training of the trainer” early in each employee’s career path. Education then becomes part of the company culture and facilitates constant growth among workers.
Write down and maintain records of the employee review process.
Include in your record keeping not only the reviewer’s comments, but employee’s feedback about how well the company helps him or her to get there. If your process includes writing down what has been agreed to at this review, both the company and the employee will know what to do between now and the next review. You will also both know what you will be discussing at the next review. This helps minimize the typical fears experienced by both the reviewer and the employee when anticipating the next review meeting and what they should talk about during the next review.
If the review process is well thought out, properly documented and followed throughout each employee’s career, you have created a ladder of opportunity!
Related articles:
Article #1 of this series: Successfully Grow Your Business By Creating a Ladder of Opportunity For Employees
Article #2 of this series: How To Create A Ladder Of Opportunity For Your Employees
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