Construction Law

How Contractors Can Boost Employee Relations Part 2

With today’s construction labor shortage, the construction industry has a limited pool of workers to choose from. As a contractor, it is within your best interest to do what you can to make your company attractive to prospective and current employees. This second part concludes our series on how to boost employee relations. Please read part one for more tips.

Keep Your Cool

If one of your employees approaches you with bad news, don’t be quick to lose your composure. As leaders, you must learn how to manage problems on the construction site without taking your frustrations out on your employees. This goes for how you handle the messenger of bad news as well. Employees need to know that you can handle the pressures of the job without exploding. Besides, you don’t want your inability to manage conflict well to lead you into an employee-related dispute of which would require the intervention of a Birmingham contractor attorney.

Have an Open Door Policy

Always encourage openness and transparency with your employees. The purpose of an open door policy is to encourage open communication and feedback. It’s also the time to discuss important matters for the employee. The policy will help to develop trust and can be the catalyst for making important changes in the company.

Listen Actively

Invest in your people by listening actively and inquiring about their needs and expectations. Ask them about what’s important to them and what would make their work life better. If employees feel they can’t freely express themselves within reason, they will not speak up. There may be things said that you do not want to hear, but equally so, there may be things said that could save your company from liability. For example, an employee bringing a safety hazard to your attention can be the key to avoiding an OSHA violation. You want your employees to be your ally, not your enemy.

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Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.