Page 61 - Colorado Construction & Design Magazine - Spring 2023
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not knowing a co-worker had quit until that person was replaced
with someone new. In one of these situations, the employee was informed by the competition, an obvious breakdown in the system.
A well-respected thought leader in the A/E/C industry has an idiom for this type of neglect–Josh Miles author of Bold Brand 2.0 would say, “The call is coming from inside the house.”
Raising Awareness
Corporate self-sabotage is not the only problem a leader can combat. There are daily clues, small indicators, a manager can look for when evaluating the climate of their team. Acts of kindness, smiles, and upbeat exchanges are positive indicators, while a reduction in interaction, conversation, or laughter should set off alarm bells. When employees who normally engage with one another are keeping to themselves, it’s time to check-in.
“One of the tests of leadership is the ability to recognize a problem before it becomes an emergency.” –Arnold Glasow
Any subtle clues indicating team
or individual unhappiness is cause for action. It takes a high level of emotional intelligence to flag these slight gestures and a great deal
of courage to confront them in a healthy, vulnerable way to bring positive results.
A Trusted Codeword
In Greg Roche’s article, “Stepping Back From The Line,” he provides
a powerful tool for retention–
an internal codeword meant to support the individual who may be experiencing feelings of doubt in their current position. On the other side of that line is something
else–a new job, entrepreneurial opportunity, or much-needed time off from work. This path forward,
a simple codeword with shared meaning, can be spoken safely amongst the group. This is a brand- defining element of teamwork, it’s the very core of a healthy company culture–of individuals supporting one another in a safe, vulnerable way. The chosen codeword must
be established with the highest
level of trust. When it is spoken, the team must listen and take seriously, compassionately that this employee’s toes are at The Line.
“Vulnerability doesn’t come after trust—it precedes it. Leaping into
the unknown, when done alongside others, causes the solid ground of trust to materialize beneath our feet.”– Daniel Coyle, The Culture Code: The Secrets of Highly Successful Groups
Leading with Solutions
Employee turnover comes at a high cost. The price tag of poor retention canbe6to9monthsofthat position’s salary with the company enduring expenses in recruiting and training efforts. In the built environment, labor shortage is also a concern. Retaining and growing our people, particularly our best employees, is imperative to long- term success.
With the ability to identify an employee approaching “The Line,” the team can take advantage of the valuable opportunity to intervene. This intentional work culture of openness, trust, and communication is the path to happiness, away from The Line.
“Leadership is solving problems. The day soldiers stop bringing you their problems is the day you have stopped leading them. They have
either lost confidence that you can help or concluded that you do not care. Either case is a failure of leadership.”–Colin Powell
The key is establishing the solution before the team encounters the problem. The solution is Creating a Culture of Trust Through Intentional Internal Marketing.
 Six Internal Marketing Strategies
1. Consistent Brand Education
Your company’s mission, vision, goals, and objectives are your brand’s guiding star. Regularly remind your staff about your brand’s values, and more importantly, show your employees that you stand by these values.
Consistently communicating these values to your employees make them feel they are a part of the big picture. Brand education is important in creating and establishing a company culture.
These may be done through presentations and videos of the company’s history, giving employees items such as shirts or mugs with the brand’s logo, and if applicable - even items from your product line.
2. Benefits and Recognition Programs Recognizing your employees’ contributions fosters loyalty and improves productivity. Giving out benefits and recognition awards are great ways to bolster morale.
3. Employee Feedback and Discussion
Through regular employee roundtables, discuss with your staff their concerns and gather their feedback on company policies.
Employee advocacy should be a key component of any internal marketing plan.
4. Clear Internal Communication
Clear communication is vital in any company and any successful internal marketing plan. A clear, centralized communication streamlines the flow of information within your company.
5. Social Media-Friendly Environment
Have a social media policy on how employees use social media concerning your brand. The policy clarifies what is expected of employees with their online behavior.
Your employees should serve as brand ambassadors on and offline
6. Learning and Development Programs Employees who receive better training contribute to company productivity and are less likely to leave. Invest in your staff through development and training programs.
By Sydney Wess - Visual Objects |
Colorado Construction & Design | 61

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