Business Tips

company culture in construction

How to create great company culture in construction

When it comes to reducing employee turnover, boosting team morale and overall business performance, creating a great company culture is crucial to success. This goes for any industry, but often seems to be put to the side in the construction and field service industries. Without a solid company culture, you run the risk of your workers leaving or being less productive—which both hurt your bottom line.

All this said, creating a long-lasting company culture isn’t a task you can just pin up on the bulletin board and immediately see results on. Instead, company culture needs to be constantly practiced, sharpened and refined over the lifespan of a business.

So how exactly do you create an exceptional, uplifting company culture? Here’s where to start.

#1.) Collaborate on a company vision.

Getting your team’s two cents on important decisions your company makes is an effective way to make your workers feel more involved, valued and appreciated. One way to do this is collaborating on what your company vision is. Where do you see your business in 10 years? What is the main goal you’re trying to accomplish as a unit?

These aspirations go on to help craft your company identity and culture. For instance, if your company vision is to become the largest roofing company in your state by 2030, your culture will naturally become more of a competitive, “winner’s mentality” workplace. If your company vision is to eventually raise ten million dollars for charity over the next ten years, your culture will become charitable and giving.

#2.) Be purpose-driven.

Across the board, construction companies are having a hard time appealing to millennials, which has contributed to the overall labor shortage the industry is stuck with. There are a lot of possible reasons for this, making it a challenging problem to solve. But try this on for size: according to Forbes, 71 percent of millennials prefer companies that are driving positive social and environmental change.

The success of these “purpose-driven” brands is the same reason why Carhartt workwear and Red Wing boots have stood the test of time. By honing in on the benefits and sentimental aspects of the products these companies offer—such as employee safety, the importance of honest work, and leaving a legacy—Carhartt and Red Wings have continued to stay relevant for generations and pique the interest of millennials. So, if you want to make an engaging company culture, consider becoming a purpose-driven company.

This doesn’t mean you need to totally scrap your business model or change any of the logistics about your company. It just means you change how you position your company values.

Own a roofing company? You don’t just assemble roofs—you provide people with their most basic human need: shelter for them and their family.

Own a construction company? You don’t just lay brick—you keep society running smoothly with the bridges, buildings and roads you work on. Without your hard work, the economy stops.

Own a landscaping company? You don’t just cut grass and trim hedges—you give your clients the opportunity to take pride in their home, something they’ve likely worked their entire lives to buy. You allow their house to feel like a home by keeping their yard looking beautiful.

By putting a heart-felt twist on the services you provide to customers—and the way you describe your company’s vision and mission to your employees—your workers will be proud to be part of your team and satisfied with the services they provide, allowing you to attract and retain quality talent.

#3.) Company culture as a top-down approach.

As the age-old adage goes, you’ve got to practice what you preach. Whether it’s getting your hands dirty at a job site or establishing a great work culture, leading by example goes a long way.

If you take the time to create a company vision and lay out the culture, you need to be the first person to put it into practice each time you step into the officer or the job site. Culture is contagious, and if you take the lead, your employees will eventually begin to follow.

#4.) Reward great behavior and avoid favoritism.

The death of company culture is favoritism. If you don’t properly reward workers based on their merit as opposed to who you like best, it’s only natural those left out will begin to resent you and the company. And remember, you aren’t running a lemonade stand—you’re running an important, high-stakes business where mistakes can potentially lead to fatal injuries, hefty fines, lost accounts and more. These sorts of mistakes increase when workers are frustrated or distracted.

This doesn’t mean you have to promote every worker doing a good job. You can make them feel appreciated simply by acknowledging their hard work in front of their peers, buying them lunch every now and then, or something similar.

#5.) Make your workplace a welcoming environment.

A welcoming workplace helps make your workers more productive, trustworthy of your company and boosts morale. By being inclusive of all cultures and types of people, you’ll make everyone on your team feel accepted and appreciated for who they are, which can have positive effects on your bottom line.

Creating a solid company culture is no easy task—but it will pay huge returns in the long run when done right. Throughout the coming year, start taking the steps towards developing a great company culture. You’ll be glad you did.