The fallout of a worker “ghosting” their employer can be immense. In construction, not only do workers that walk off the job result in the rest of the workforce needing to temporarily “pick up the slack,” but it also means that the constriction firm will have to restart their hiring process to ensure that all tasks are accomplished accurately and on time. When things fall behind schedule or mistakes occur, you require the services of a Naples construction attorney.
Developing Effective Communication
Although any person who elects to walk away from their responsibilities on a project is acting selfishly and their character should be questioned, according to Caleb Papineau, an executive at employee engagement platform creator Tinypulse, the issue can be directly related to the level of communication taking place between the employer and their employees. Papineau states, “When people quit their jobs without notice, it’s often a symptom of bad communication between management and employees. Quitting a job abruptly is neither good for the employee nor the employer.” In the construction industry, this means that contractors need to effectively communicate with their entire workforce and ensure that everyone is on the same page.
The Three Stages of Communicating With a New Employee
Here are some tips on how a contractor can positively connect with their workforce:
- First Impressions: before a new hire begins, the contractor should contact them and welcome them to the team. It’s best to offer the new hire advice regarding their position, the project, and also provide them with information about the company. The objective is to connect with your workforce before they enter the jobsite.
- First Day: when a new employee arrives on their first day, make an effort to get them comfortable with their new environment. Introduce them to their co-workers and make certain they have direct access to a supervisor so that any questions they have can be answered promptly.
- Moving Forward: over time, contractors need to make certain that they continue to offer guidance to each worker on their staff. This includes evaluating their performance, coaching and counseling them, and having one-on-one discussions about their career objectives and what they want to achieve at your company. This should be performed on a consistent basis every few months for the rest of their employment tenure.
Unfortunately, ghosting has become part of every employment culture and has been a consistent issue in the construction industry. Sometimes contractors will need to just move on and adapt to their current situation. If your construction site requires the attention of an experienced legal professional, consult one of our Naples construction attorneys.
For more information on ghosting in the construction industry, please read part six.