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Every construction worker I’ve ever met could tell me what their first day with their new employer was like.  Consider a few of the memories expressed to me, from workers, when I asked them to share some remembrance of their first day.

• “Oh man, it was like, ‘Go work with Joe, he’ll take care of you.’ I felt like a kid a day-care.  It got better after a few weeks but man, I almost left when they made me feel like a kid.”
• “I remember my first day. My foreman told me to just do what he told me to do and don’t let my ‘new guy ass’ slow the crew down. I lasted about thirty-days, then I had to get out of there.  They didn’t want employees; they wanted slaves.”
• “Actually, I did a little training before I went out with the crew. They gave me safety training first and then showed me some of the tools and equipment I’d have to learn.  It was mostly through watching videos, but they did have some tools in the room for me to hold.”
• “My old company didn’t do squat; just, ‘Get your butt out there and start doing what you’re told.’ The company I’m working for now was great.  They actually made me feel pretty welcomed and special for the first whole week.  Pretty cool.”

I’ve got hundreds of these memories that I keep.  It has always amazed me how some contractors treat their new workers during their first day.  Why do some contractors “Get it,” making each new employee feel wanted and special, while other contractors seem to be pained by the effort needed to get a new worker prepared to work?

Because many of today’s younger and newer workers care about their work environment, it pays contractors to spend more time on the welcoming part of bringing a new employee on.  This effort is not just for the laborers and field craftsman, it is just as critical to bring the new estimator, project manager, or administrative assistant on with the polish and class of an organization that values people.

In past articles, I’ve addressed some of the topics supporting employee retention, and I want to continue that a bit with more focus on just welcoming the new worker, no matter their position, experience, sex, or age.

Welcome “How-Tos”

1. Prepare for the Employee’s 1^st Day

I’m still surprised how many contractors will hire an employee and then not prepare for the employees’ first day.  This will leave a negative first impression on a new employee…every time.  I actually was told by one employee who said that their Foreman and crew, got into their trucks and left him standing at the shop.  The Owner showed up about fifteen minutes later and assumed that the new worker had been late to work.  When they told the Owner that they had arrived thirty minutes earlier than asked, the Owner became mad as a coiled-up Rattlesnake, took the new worker to the job site personally, and then chewed out the Foreman in every manner of descriptive words that I shall refrain from writing now.  Needless to say, this was less than a great start for both the new worker AND the Foreman.

2. Prepare a Greeter & a 30-Day Buddy

Part of preparing for the new employee is to assign an official Greeter.  This person might be the HR Manager, who did the hiring, or a Foreman, or even one of the better attitude employees.  Heck, if your company is smaller, it’s great to have the Owner actually be there to greet the new worker.  The Greeter needs to be upbeat, positive sounding, smiling, and quick to extend a handshake when the new worker arrives.  Then, the Greeter should do a little introduction around the office or shop to make sure that everyone knows we have a new employee.  Just as important is then handing the new worker off to their “30-Day Buddy.”  It doesn’t really matter what you call this person but they need to be schooled on what their additional duties are for the month in getting the new worker accepted, acclimated, and educated in the first four weeks.  The Buddy is also a good resource for the new worker when they have a question.  I’ve always observed that a co-worker serves best in this role.

3. Develop a Welcome Package for New Workers

Most contractors are pretty good about giving a new worker some company T-shirts, hats, etc.  However, just a little more effort can really do up a nice Welcome Package.  Here’s what I’ve seen in Welcome Packages from different construction companies I’ve worked with over the years.

• Company shirt & Ball-Cap
• Work Gloves
• Rubber Boots (For Concrete Finishers)
• Company Pens or Pencils/Pad of Paper
• ID Card with Important Contact Info
• Bottle of Water, Gum, Cracker Jacks, Jerky, etc.
• Tool Belt
• Tape Measure, etc.
• Process Book of Company SOPs
• $100 Gift Card for Hardware Store

I recently wrote a book that is now available to give to your workers entitled:

Construction: The Best Industry in the World!

Twenty & One Reasons You Have Made the Greatest Decision for Your Career

I actually wrote this little 27-page book for exactly this purpose, to “close the deal” with new employees that they have made the best decision of their life to join the construction industry by working for your company.  In fact, the book is available in the Spanish version as well.  We must work harder at keeping our new workers; making it difficult to even think about leaving our company.

4. Follow-up; Follow-up; Follow-up

There really isn’t anything bigger for the new worker to experience than to have the regular follow-up by different individuals who are welcoming them to the company.  You can give more or less hats, gloves, pens, etc. but if your consistent follow-up with the new worker is there, it outweighs all forms of gifts, coupons, etc.

Consider a few ways and excuses to follow-up with a new worker.  The following is just for the first thirty-days, but it can easily be expanded to the traditional first 90-Days.

Week #1             Greeter & Buddy is Assigned

Weeks #2-3        HR, Ops Mgr., Foreman Contact Worker

Weeks #4-11      HR, Ops Mgr., Owner, Senior Leaders

Week #12           Owner, HR, Senior Leaders

The effort during any of the first eleven weeks should include asking the new worker how they are adjusting, asking if the new worker has any questions, ensuring the new worker understands their job duties, etc.

You will also notice that Week #12 involved the Owner, HR, and any other Senior Leader who can be available.  Since “90-Days” is still the recognized time period in which most companies decide to move the new worker to a full-time employee, there should be a greater emphasis placed on the welcome.

One idea for the 90-Day is to celebrate it with a cake or pizza at lunch for the crew.  This is a great, and inexpensive, way to really solidity your welcoming the new worker to your company.  If statistics can be believed, what you do in the first ninety-days of a new workers time with you may go a long way to holding on to the new worker.

Be aggressive and creative on welcoming your new workers.  Have some fun and make it clear that you are glad the new worker has accepted your job offer.  Remind them that you are there to help them be the best that they are capable of becoming as a worker, professional, and person in the community.  That sort of commitment, made by Owners and Senior Leaders, can go long in getting that loyalty and commitment that all Contractors want from a worker!

Here’s to creating a great welcoming experience!

 

Brad Humphrey

The Contractor’s Best Friend