When it comes to creating a great workplace culture, construction teams have varying challenges. But when it boils down to it, those challenges usually have to do with productivity and quality.
The best leaders can achieve their business goals by creating a cultural shift–one that causes workers to take ownership of their projects and become efficient in every corner of the business. But it takes strategy, discipline, and above all – communication.
If you want to make some cultural changes for your business, here are 4 steps to getting started:
#1 Evaluate What’s Wrong
Do a complete evaluation of your daily operations and determine what is working and what is not. As the owner, you need to be fully honest and even a bit vulnerable.
As yourself:
If the answer is no, maybe it’s because of them. But maybe it’s because of you. In most cases, it’s a combination of both.
Find out what those problems are and write them down.
#2 Paint a Picture of Your Perfect Scenario
Think about what your desired culture looks like…
Maybe your dream culture has workers showing up on time, collaborating to get the job done, doing quality work, and consistently coming in under budget.
Write that down, too.
#3 Create a Roadmap
Now that you know what you want and what the barriers are, create an action plan. Have at least some solutions for your biggest problems, but then get your team involved in these ideas.
You might find at this stage in the process that some workers need to be let go. This may be because their values and work ethic don’t align with yours. It’s always a tough decision, but ultimately, you want to create a work environment that’s better for everyone.
Now that you have the right team members and the basic roadmap:
#4 Communicate Your Vision
All great relationships are built on communication. So if you want to see your perfect culture become a reality, collaborate heavily with your best employees and communicate your vision to them. As above, get them to add their own ideas.
Once a clear vision has been established, set the goals and benchmarks–and stick to them.
If you need a little support, Protiv can manage a pay-per-performance model that motivates your employees to stay on track and to care about job performance. Our app lets them see how many hours each job will take and what their bonus potential will be if they beat deadlines.
The best teams take it further by communicating the goals on each job, running contests to reward high performers, and getting constant feedback. This structure creates a team atmosphere and a fun, competitive energy.
If you’d like to talk directly about the cultural challenges you’re facing, we’re happy to help! Please contact Ryan@protiv.com.