Want to know what your employees want, so they feel satisfied with their job? Ask them! It isn’t as daunting as you may think.
There are reasons you should be asking the right questions of your team members, both your employees and subs.
It makes them know you care.
You’re better able to lead.
It improves your construction business.
It makes them know your care
The questions you ask go beyond “How’s it going?” to showing you do have an interest in their well-being.
The following list can give you ideas about what types of questions you should be asking.
What do you like most about your job?
Which task do you find most difficult, tedious, bothersome?
Where do you want to be in one year, five years?
Are you stuck somewhere? What challenges are you facing?
What is [your construction company name] doing, or could be doing, to make you more successful?
On a scale of 1 to 10 how happy are you working here?
Either at work or outside work, what’s the best thing that happened to you this week?
If you owned [your company name,] what’s one thing you would do differently?
Who else on the team made a great contribution to the efforts this week? Did he or she overcome an obstacle? Fix a bad situation? Solve a lingering problem?
Are you clear about your role? Do you know what you should be doing?
Do you feel connected to the rest of the team?
What kind of training would you like to receive to help you accomplish your career goals?
What’s your most recent accomplishment at work?
Do you feel respected by your direct supervisor?
Is it fun working here?
You’re better able to lead
Assuming you know what is going on in the lives of your team is a dangerous path to take. Asking the right questions gives you the insight you need to step up your own game.
Who can give the older hands help with digital devices?
Who’s best at helping new team members learn the ropes?
Which process can be fixed or improved?
What do you like most about working here?
Tell me the number one reason you took a job here?
What did you like best about your previous employer?
How effective are our team-building activities?
Do you feel like coworkers respect each other here?
What would make me a better leader?
What motivates you to go above and beyond at work?
Do you believe [your company name] gives authentic recognition to the people here?
What drives you crazy here?
Many of these questions can be off-the-cuff as you talk with your crew and staff throughout the day. Others, you might reserve for one on one meetings.
This blog post about leadership, found on the website of Lighthouse gives a great deal of information concerning having one on one meetings with your staff.
Perhaps the most valuable piece of advice from the post is this:
“Action is what leads to change and improvement. It’s what starts the flywheel going to make these the mega-valuable meeting they are.
This is why the 2 questions to ask in every one on one meeting are:
1) What can you do to take action or make progress on what we talked about today?
2) What can I do to take action or make progress on what we talked about today?
By asking these questions, you’re working *together* to make things better. It creates a psychological contract between the two of you to both keep your promises.”
It improves your construction business
Eleanor Estes, CEO of TPI, Inc., one of the top IT and engineering recruiting firms in the country says, “As a leader in your organization, you set the culture – you establish the norms, and your example should trickle down throughout the company. Your company is a place that is made up of many different people. And if you are doing it right, the people you hire will enhance your company so that the whole will be greater than the sum of its parts.”
That leads to asking further questions which can help you find ways to build your team as well as improve your commercial construction business.
Do you think [your company name] supports you in your professional development?
Can you use one word to describe our company culture?
What are some ways that we can improve communication at [your company name]?
What’s one thing you’d like to see us continue doing here?
How well does your supervisor support your developmental goals?
Do you feel comfortable providing feedback to your supervisor?
Would you refer someone to work here?
Do you believe the management team is all on the same page?
What do you think is our company’s biggest strength that we should be focusing on?
Ask the right questions. And, listen to the answers. Use the information to help your team members grow, improve your leadership ability, and enhance your commercial construction business.
We desire to familiarize you with business concepts which will make it easier for you to be a better commercial construction business owner through our blog posts. Some will be new ways of looking at things, and others will be refreshers.
Schulte and Schulte Provides Accounting, Contract Document Management, and Advisory Board Level counsel for small to medium commercial construction subcontractors.
So you can Run With the Big Dogs! Call us 866-629-7735
Comments