Civil Constructors, LLC

I'm about to begin a brand-new chapter in my career. I've had the interview, gotten the offer and completed all my screenings. But I'm left wondering what's next. It's a question running through the minds of much of today's workforce. Some companies have this process down to art, providing more of an experience rather than just a checklist of next steps.

Companies that focus on the employee from day one has a far greater chance of building loyalty. We hear that "loyalty is dead", that everyone is just chasing the next dollar or the next big opportunity. What I've noticed, though, is that the small things still matter, and two-way trust and respect are still the glue holding it all together.

A simple mindset shift can turn an employee's experience around. Companies need to start treating employees as assets, not just another controllable line on a financial statement. And it all starts at the very beginning of the process.

Hiring is more than just filling a seat. It's one of the costliest mistakes companies overlook. We tend to hire to replace rather than upgrade our team. Our focus must shift, and companies need to think longer term. The cost of making quick hiring decisions based on limited or poor information creates far more hardship than taking the time to invest in the future.

Hiring must be seen as part of our job performance. If we make a bad hire, we need to own it. By not putting the same, or more effort into hiring the right people, we cost the company more than just the mistake itself; it can indirectly drag down the performance of others, too. Until companies make hiring a direct item tied to management's compensation, we're unlikely to see real commitment to getting it right.

So, you've made the right hire and taken the time to learn more than just their skills. Now what? Be truthful from the start and follow up with actions that match your words. This is what builds trust. Once you've built that trust and committed to listening to your employees, you can effectively determine the next steps. Look at hiring as an investment: if you don't pay attention, that investment can turn sour. Make time to be present and available, which is what many people are looking for at work. Let your employees know what they do matters.

“Every employee wants to feel like they’re making a difference and that what they do means more than just getting a task done.”

Now for the truly difficult part: how do I get these employees to produce? A common complaint I hear is about today's work ethic, but the people saying it rarely offer solutions. I think back to my childhood and remember hearing very similar complaints about my own generation. The truth is, work ethics are taught, not innate; we weren't born with that gene.

Performance comes down to setting clear expectations and being brave enough to have a conversation when those expectations aren't met. Too often, management assumes their communication was clear without ever checking by asking the person what they heard. Ever hear the statement, "well, they should just know"? It's a strange thing to expect someone to know something when we never confirmed we were understood in the first place.

From the first conversation with a potential new employee to the moment, you see them perform at their best, investing in the whole process is some of the most cost-efficient work anyone in the organization will do. Be genuine, don't be fake. Explain the company's "why" often and let your actions reinforce it. Invest time in getting to know your people. Make it about the people, and the work will get done.Whether you're cleaning bathrooms or closing million-dollar deals, every employee wants to feel like they're making a difference and that what they do means more than just getting a task done.