[Tim Faller Show] Ep.125: Motivating & Engaging Employees With Consistent Performance Reviews With Selema Lawson-Jack

We have heard contractors say, “This would be a great business if it weren’t for the people!”

Many remodelers get into the business to build and create… the unfortunate reality is that they can’t build things without people…yet!

One big challenge owners and managers face is the annual employee review. It seems ineffective at creating change and is often just a platform for an employee asking for a raise.

The Owner feels in a bind and grants the raise, often against their better judgment or without any data to back up their decision.

Tim and Steve welcome Selema Lawson-Jack to the show to talk more about how she has assessed each of her company’s Production staff, through periodic performance reviews, and has determined a growth path for them.

Selema Lawson-Jack is the Director of Production at Schroeder Design Build in Fairfax, VA. and has had great success with their performance review process that has resulted in more promotions from within the department than they have had in the past.

Tim, Steve and Selema talk more about:

  • Selema’s overall experience with job reviews in the past and currently.
  • The thought behind holding performance reviews every 3 months.
  • What the reviews consist of and what content is used.
  • The goal of each interaction.
  • Dealing with requests for raises and promotions.
  • Getting the ownership, management and team on board.

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[PowerTips Unscripted] Ep.127: Engaging Employees in the New Normal with Rick Bowers

Working remotely, working on-site with clients and adhering to CDC restrictions, an upcoming election, social unrest and an economy that is slowly starting to recover.

Everyone is adjusting to the new world of work, and it sounds as though making those adjustments will continue into 2021.

How can you help your team connect and engage with their work?

Our guest today, Rick Bowers, President of TTI Success Insights, shares tips and tools to help business owners and leaders make the changes they need to master the ‘re-boarding’ process.

Rick is the President of TTI Success Insights and keynote speaker at TTI Success Insights International Conference. Rick has over 30 years of experience with talent management tools and has trained people on effective talent management techniques in over 30 countries on six continents.

Victoria, Mark and Rick talk more about:

  • Background and overview of TTI Success Insights
  • The concept of “re-boarding”
  • What the new normal looks like for businesses and organizations
  • How business owners and leaders can use the tools available through TTI Success Insights

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[Tim Faller Show] Ep.123: Exploring the Decent Human Being Theory with Nick Slavik

Many remodelers, builders and business owners make resolutions or commitments to create Standard Operating Procedures (SOPs) and then they get caught up in the daily grind and it never happens. Or, they take the time and energy to create them and they sit, unused, in a binder on a shelf.

Another challenge for many companies we work with is attracting and hiring people, especially new people to the industry, and getting them trained to “do things our way.”

Our guest today, Nick Slavik, has done an outstanding job of developing SOPs for his company and then implementing training to meet those internally. It turns out he has some other views of the world that are extremely helpful in running a business, as well.

Nick is the Proprietor of the Nick Slavik Painting & Restoration Co., Host of Ask a Painter Live, and contributes to This Old House. He has been and national and international speaker on topics such as entrepreneurship, craftspersonship, trades reformation, working with millennials, harnessing technology for trades business, financial benchmarks, industry standards and coating science.

Nick has been a craftsman for more than 25 years. His company has been awarded more than 5 National awards for craftsmanship over the last 3 years. He has created a rigorous Apprenticeship program where he finds, trains, inspires and mentors young people in his craft. In 2018, he was made a family member at This Old House.

Tim, Steve and Nick talk more about:

  • Background and description of the Decent Human Being Theory.
  • Creating & developing Standard Operating Procedures (SOPs).
  • Holding teams accountable and getting them to adhere to SOPs.
  • Developing them is one thing but training to them is another.
  • Balancing the demand for work, growing the business and training new personnel.
  • Hiring green and training OR hiring an experienced painter and re-training them?
  • And more…

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Ep.119: Moving from Carpenter to Owner with Brad Sawler

Today’s topic came from a subscriber who contacted Tim asking about making the transition from a single owner-operator to building a team and assuming the role of “Boss.”

Some remodelers just want to do the work themselves and stay small. They enjoy wearing all the “hats,” resigning themselves to the fact that they don’t have the energy or desire to take the next step.

This episode focuses on the transition and growth needed to take the next step. No better example than our guest, Brad Sawler, owner of Oxland Builders in Stratham, NH.

Brad Sawler, started Oxland Builders in 2003 with a partner intent on building high-end spec homes. As the company grew, Brad found himself being pulled away from the field more and more often. The time had come for him to take off his tool belt and focus on growing the business.

Since 2016, Brad has focused on sales, estimating and marketing. The company has grown to a field staff of 7 with plans to hire more personnel in 2021.

Tim, Steve and Brad cover:

  • The transition from working in the field and being hand-on to more of a supervisor role.
  • The determination that growth and hiring a staff was necessary.
  • What the hardest hurdles were and what the easiest tasks were to hand off.
  • Learning to trust others in the front office.
  • Changes in project process and documentation.
  • Changes in pricing, labor hours, etc.
  • Establishing a training system with the team.

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Ep.118: What Makes a Good Boss with Aaron Enfinger and Les Anderson

In this episode, we take a look at what it takes to be a good boss from an employee’s perspective, but also from the supervisor side as well, as both of our guests have risen through the ranks to become leaders of their respective businesses.

Our first guest, Aaron Enfinger, came up through the ranks and is now General Manager of the company he works for. And our second guest, Les Anderson, has been with his boss for almost as long as the company has been in business, in a market where there are many great remodeling companies.

Aaron is the General Manager at The Cleary Company, a Remodel-Design-Build firm in Columbus, Ohio. As The Cleary Company was growing steadily, it became evident in early 2017 that additional oversight and management was needed in the other areas of the organization. The role of General Manager was created, and Aaron was promoted to the role to help fill this void.

Les is a Field Supervisor Sylvestre Remodeling & Design. Les has over 42 years of construction experience, including 36 years in residential remodeling. He has been with Sylvestre for over 34 years, and a field supervisor for twenty years.

Tim, Steve, Aaron and Les talk more about:

  • The most important thing a business owner can do to be a great boss
  • As a supervisor, what you do to try to do to create a great work place
  • What is it about your boss that makes you want to stay
  • What the “deal breaker” is for many employees
  • And more…

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Ep.114: Building the Next Generation of Trades with Brek Goin

We have covered the challenges associated with labor shortage on this show and we have probably had more than ten guests that are directly associated with solving the issue and increasing the awareness and opportunity in the Skilled trades.

We have included many guests who are getting involved by putting together programs and initiatives, and not just talking about the problem at hand.

In this episode, Tim and Steve speak with someone who is making a difference and has gone about it in way that especially appeals to the new generation of tradespeople, and that is social media.

Brek Goin, is the Founder of Hammr, an online professional network and labor marketplace for the construction industry. Brek grew up working next to his father in construction and over the last three years has built one of the largest building-related communities on social media.

Brek joins Tim and Steve to talk more about his mission to build the next generation of construction.

Websites and social media links mentioned in this episode:
Hammr
Builders of Instagram

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Ep.113: Hiring Right the First Time with Doug Howard

Finding and keeping good “help” can make or break your remodeling business. As a business owner you can recruit and interview candidates, maybe even hire one you think will be a superstar, and 2 weeks later you realize that not only are they a bad “fit,” they are destroying the chemistry and dynamic of your existing team.

In this episode Tim and Steve welcome back Doug Howard to discuss the challenges that remodelers face during the hiring process and ways they can overcome them.

Doug is the Director of Consulting for Remodelers Advantage and since joining R/A in 2017, has worked with hundreds of companies, developing strategic plans, streamlining processes, improving profitability, and navigating growth.

Tim, Steve and Doug talk more about:

  • The single most important thing/action in the hiring process
  • Some of the challenges and obstacles remodelers are experiencing
  • Building your own hiring process at your company
  • Some of the resources available out there
  • And more…

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Ep.111: Becoming a “Carpentress” with Jade Duffy-Michael

As we continue to explore ways to overcome the labor shortage, that plagues so many remodelers and builders in our industry, we found that so many overlook one of the largest untapped labor pools out there… women working in construction.

Women make up a small percentage of the construction workforce and most are in office-based roles or in design. We were excited to hear from a listener that refers to herself as a “Carpentress” – Not sure if that is a real word but we can make it one!

In this episode, Tim and Steve welcome Jade Duffy-Michael to the show to talk more about her experiences as a woman working on the “front lines” of construction. Jade is a “carpentress” with LG Building and Remodeling in Southbury, CT; returning after a year in California where she successfully obtained her finish carpentry license.

Jade, Tim and Steve talk more about the challenges and opportunities that she has experienced, including:

  • Jade’s role in working with LG Building and Remodeling
  • What the industry and business owners can do to cultivate interest in construction for women
  • What the challenges are that she, and other women, face by getting into this business
  • And more….

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Ep.113: Fighting the Labor Shortage with In-house Training with Dan Hurst

The demand and absence of skilled labor is a huge challenge for remodelers across North America. We hear it from our Roundtables Members as well as from our associates, sponsors and Podcast guests.

In this episode Victoria and Mark explore different ways to tackle the issue, and welcome Dan Hurst to the show to talk about how his firm effectively creates a culture and career path that provides opportunities for his staff to learn and develop new skills.

Dan is the President / General Manager of Hurst Design Build Remodel in Westlake, OH and is actively involved in NARI as well as a Master Certified Remodeler and Certified Lead Carpenter.

Dan, Victoria and Mark talk more about:

  • Things you can do to create a culture and provide a path to grow your own skilled workforce
  • Why there is a need to develop your own staff vs. hiring
  • Creating opportunities for your employees to learn and develop new skills
  • What a typical career path might look like
  • Managing and helping your staff achieve their career goals
  • The fear of investing time and energy into developing someone, only to have them leave

Click here to listen to this episode

Completing The Hiring Continuum

Business owners know that one of the most important factors in the success or failure of a company is making good hires. The ability to grow a company over the long-term and successfully navigate growth is based largely on the ability of the owner to manage the critical resources of time, people and money. So good hiring is a big deal.

One key to getting very good at the hiring process is to understand what I call the “hiring continuum.” In other words, when it is done well, when does the process start and when does it end? The actual recruiting, interviewing, selection and offer are the most visible steps in the hiring process. And yet, there are essential steps before and after these that determine the success of the effort.

The Before

Prior to the recruiting and selection phase, there should be a “needs assessment and planning” phase. All too often, recruiting begins when there is an unexpected vacancy or because workload outpaces the existing team. While those scenarios are understandable, we know that successful companies are continuously assessing their hiring needs well in advance.

  • What positions will we need to fill in the next several years as we grow?
  • What should the next hire be in that sequence?
  • What positions create an issue if someone moves on or retires?
  • What positions are critical to the growth and success of the company?

These are some of the questions that can help a company assess their hiring needs in advance, develop a plan for hiring, create profiles for each position, and practice continuous recruiting.

With this type of planning in place, companies can move quickly and effectively when an opening occurs, workload demands more staff, or it becomes clear that a change is needed.

The After

Once the interviewing, selection, offer and acceptance phases have been completed, there should be a well-executed onboarding phase that immediately follows. A strong onboarding process is one that clearly communicates company values, job responsibilities and expectations.

The first 60 – 90 days is critical in making sure your new hire becomes part of the team, understands what they need to be successful and gains confidence in the new company that they have just joined.

You and your team must also use this time to fully assess if the new hire is a good fit, if they possess the skills needed and if the pace of work and learning meets the needs of the company. You should determine in advance what a new hire should know and what they should be able to do at certain milestones (30, 60, 90 days) into their onboarding process.

There are many tools and techniques focused on recruiting, interviewing and hiring. By adding a planning phase before you begin and an onboarding phase when you have finished, your chances of a successful outcome are greatly enhanced.

Do You Need More Help in Building Your Hiring Process?

Join us on Tuesday, July 28, 2020 for a FREE Webinar focused on insight and strategies on hiring more efficiently and effectively.

Building Your “A Team” will be led by Doug Howard and will provide ideas, steps and tools to help create processes for recruiting, hiring and onboarding to meet your remodeling company’s needs. Click here for more information & registration