Building a Strong and Engaged Team: Insights from Tracy Austin
Tracy Austin from Elevated Talent Consulting recently talked about how to improve human resources for small blue-collar trade companies. Tracy stresses how important it is to build a strong, engaged team that not only does a good job but also stays with the company for a long time. She has worked in both building and human resources.
Here are the main points of the conversation, along with steps that business owners can take right now.
Key Points
The Importance of HR Mindset: Tracy highlights that the first step in establishing an effective HR framework is adopting the right mindset. As soon as you hire your first employee, you enter an employment relationship that requires compliance with various laws. This shift in mindset is crucial for small business owners who often view their employees as friends or family.
Establishing Essential HR Systems: Tracy recommends starting with foundational HR systems, including:
Employee Handbook: This document outlines company policies, procedures, and compliance with state and federal laws. It serves as a reference for both employees and management.
Job Descriptions: Clearly defined job roles help set expectations and protect the company from potential legal issues, especially regarding the Americans with Disabilities Act (ADA).
Offer Letters: These should detail the terms of employment, including salary, benefits, and any exceptions to standard policies.
Building Relationships: One of the most significant points Tracy makes is the importance of building relationships with employees. When employees feel valued and trusted, they are more likely to communicate openly about issues, reducing the likelihood of misunderstandings and conflicts.
Pay and Retention: Tracy emphasizes the need to regularly assess employee compensation. With rising wages in the market, retaining current employees is often more cost-effective than hiring new ones. Business owners should ensure that their pay rates are competitive to avoid losing top talent.
Tracking Time and Attendance: Accurate timekeeping is essential for compliance and operational efficiency. Implementing electronic timekeeping systems can help avoid disputes and ensure that employees are paid correctly for their hours worked.
Creating a Positive Culture: The culture of an organization is defined by the behaviors that are allowed or disallowed. Business owners must be proactive in addressing negative behaviors and fostering a culture of accountability and respect.
Action Steps for Business Owners
Develop an Employee Handbook: If you don’t already have one, create an employee handbook that outlines your company’s policies, procedures, and expectations. This document should be tailored to your specific state laws and should be reviewed regularly to ensure compliance.
Conduct Regular Employee Surveys: Implement quarterly pulse surveys to gauge employee satisfaction and engagement. Keep the surveys short and anonymous, asking questions like, “On a scale of 1 to 5, how do you feel about your work environment?” This will help you identify areas for improvement and understand your team’s needs better.
Build Relationships and Communicate: Make it a priority to engage with your employees regularly. Whether through informal check-ins or structured meetings, open communication fosters trust and encourages employees to voice their concerns. Use the four-part communication technique Tracy shared: “When you [action], I receive that as [interpretation], and I feel [emotion]. Is that what you meant?” This approach helps clarify intentions and promotes accountability.
By implementing these strategies, business owners can create a more engaged workforce, reduce turnover, and ultimately drive better business outcomes. Remember, investing in your people is investing in the future of your business.
Resources
Grab Brad's tell-all book: The Contractor Profit Blueprint
