Following the higher than average number of construction-related accidents and deaths around the country this year, in particular the deadly crane accidents, contractors nationwide are taking steps to exceed local and federal guidelines to ensure the safety of their employees.
One of the best assets a firm can have is a good reputation, especially when it comes to safety. Firms that seek ways to keep their employees safe beyond state and federal regulations do more than just look after the welfare of their employees; they send a clear message that they value them. Firms that fail to pay careful attention to their reputation may harm their recruiting and retention efforts, particularly in an uncertain economy.
Several points must be addressed when consulting with clients on hiring and retention: competitive compensation, office culture, vacation, flex time and telecommuting options. A poor reputation can trump all these topics and jeopardize the likelihood of attracting and retaining top-notch professionals. A bad reputation can cause candidates to dismiss employment opportunities, even if the reputation is unwarranted or the firm has taken steps to improve. Managers must be aware that a firm’s reputation often is a candidate’s first impression of the organization and its values.
Here are a few tips managers can use to help protect their firm’s reputation:
- Encourage honest communication with employees. Find out how employees perceive the workplace in terms of management, safety, communication and growth opportunities. An anonymous survey is an ideal way to encourage candid answers from employees who otherwise may feel such honesty could jeopardize their job. Used properly, this feedback can help guide a firm’s mission and goals, address any concerns and help promote an atmosphere of open communication and trust.
- Monitor the Internet. With the increasing popularity of blogs and lightning-fast news media, something as simple as utilizing an RSS feed, alerts or other similar tools can help a firm monitor the outside world’s perception of the organization.
- View interviews as marketing opportunities. From the initial phone call to the office visit and any follow-up communication, properly handling the interview process is a great way to promote a firm’s values and culture. Even if there are no plans to hire a candidate, that individual may share information with others in the industry. If the information shared is positive, it will reflect well on the firm. Be organized with one point of contact. Consider using—and sharing with the candidate—an agenda for the interview, and follow up with the candidate by phone even if he/she is not offered the position.
- Invest in employees. Training seminars, mentorship programs, flex time, telecommuting options and tuition reimbursement are all examples of benefits that indicate to employees that their firm is invested in both their professional development and their work-life balance.
- Take safety seriously. Don’t view state and federal safety guidelines as inconvenient or costly. While cutting corners and breaking rules may increase profits in the short term, accidents will happen and will affect a firm’s bottom line in the long term. When it comes to an employee’s safety, some prices are too high to pay.