Independent contracting companies in the industries of HVAC, plumbing, and electrical have to constantly balance employee retention, recruitment, and placement. Retention of great members of an independent contracting team requires focus in two areas of employee need:
- First, employees must feel that they are personally valued and individually capable of the job position that they hold.
- Secondly, employees must feel that their assets are appreciated and important to the broader whole of the company. An efficient and strong team dynamic is built when team members feel satisfaction in their ability to perform individual work related to their position as well as the work that they accomplish to reach the overall goals of the company.
In this post, we will focus on the first key to employee retention, which is employee individual fulfillment. We will delineate this key of employee retention by studying an intriguing quote from Zig Ziglar’s (American author, motivational speaker, and salesman).
“Research indicates that workers have three prime needs: interesting work, recognition for doing a good job, and being let in on things that are going on in the company.”
“Interesting Work”
It is human nature to yearn for learning and growth, even if we don’t realize it. We are constantly seeking mental stimulation in every area of life, and work is no different. Employees want to feel that their work is interesting and even that there may be more to learn and improve on. Allowing team members to have some creative freedom within their job leads to better productivity and satisfaction. This type of freedom doesn’t mean employees stray from systems and procedure or service excellence. But it gives some range for employee interaction such as encouraging employees to have say in projects or encouraging involvement in company-created, friendly competitions in order to give the team a renewed mindset that their success is within their control.
“Recognition for doing a good job”
No matter what the job or area of life, people always want to feel appreciated. Most everyone will work harder and with a better attitude when they are told and they know their work is unique, appreciated, and valued. Every team member is different in how they like to be recognized depending on personality types; some like gifts, some desire public recognition, and some prefer private recognition. But as a team leader, it is important to find out your team members’ individual preferences and follow through with recognition and praise when it is called for.
“Being let in on things going on in the company.”
While employees don’t need to know all internal company details, it is important to never leave your team in the dark. In everyday life, when we feel that we are told important and somewhat exclusive information, we tend to feel that we are part of something larger than ourselves and we take ownership of our position within a team or organization. The same is true of employees within a service company. When all team members feel that they are properly informed on company information then it builds company camaraderie.
Service company teams are made up of individuals that have a personal need for fulfillment and they are looking for that satisfaction in every area of life, including their job. Personal fulfillment in the workforce can be obtained through three important areas that Zig Ziglar eloquently delineates; employees desire interesting work, recognition for doing a good job, and knowledge of happens within the company. When independent contractors keep these three aspects in mind, retention of great team members becomes more easily balanced. If you want to revisit your company’s standing on employee retention and brainstorm beneficial retention ideas, then let Service Excellence Training aid and support you in the process. Thank you for following our weekly posts. Here at Service Excellence Training we turn learning into earning!
-Resource curated by Whitney Stewart of Service Excellence Training.
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