How to cultivate and keep key employees in landscaping
If you currently have a group of great people in your company, don’t you want to find new people who share similar values and qualities?
It may not be as difficult to find this particular type of employee as you once imagined it would be. It just depends on knowing where to look and who is looking for it.
According to Jason New, Principal at McFarland Sanford, and Chris Psencik, Vice President of McFarlin Sanford, find it as easy as one, two, three new employees with similar values and qualities.
“We have great and talented team members, but we wanted to be more like them,” says New. “Instead of looking for people ourselves, we have found that it is much more successful when employees include people in their inner circle.”
For the McFarlin Sanford team, using what they refer to as one, two, three, was one of the best ways to attract the ideal people.
If a current employee brings in a transfer that is hired and stays for a week, the employee who submitted the transfer will receive $ 100. After three months, that employee will receive $ 200 and after six months, that employee will receive $ 300. In total, employees can earn up to $ 600 by attracting this new team member.
“It’s been proven that someone who’s been with you for six months is a team member who will stay with you for the long term,” says New.
New says this method was the best use of her funds, and he hopes it will encourage team members to make extra money and make reliable connections.
“We found that a healthy culture is a culture of people who are happy to send their friends and families to work here,” says Psencik. “When you see that in your company, you know that you are making a positive impact on the culture throughout the organization.”
When employees get their Referral Reward, New recommends making it a big deal. He also says to make sure you are giving the employee a solid amount to keep as opposed to an amount that is yet to be tax deducted.
“Settle the taxes and present them to them during a day of training or something,” New says. “Thank the employee and show the other team members what they could earn if you hire reliable employees. This is something that anyone can see and leave behind, and it can create some excitement. ”
We all know that corporate culture is important to current employees. However, when is the appropriate time in your hiring process to align with a potential hire and your company culture?
According to Psencik, this alignment must begin when you first meet or interact with them.
“The first impression of you and your company begins with the first call, the following email, the first interview, etc.,” says Psencik. “You have to make a good impression by getting all of these things done on time.”
He says even if it’s so easy to contact a candidate after your first call or email, it’s important to create that culture of accountability and follow-up. He also emphasizes the importance of not postponing a schedule in a scheduled meeting.
“If it’s my first meeting with a candidate, I’ll be the last to postpone or postpone this meeting because my schedule is ‘too busy’ and I ‘just can’t find time to meet you today'”. says Psencik. “That leads to bad behavior in your culture, and that’s the last thing we want to do.”
New evidence that they also like having multiple team members present in interviews with potential employees, as this allows candidates to hear what those team members have achieved in their careers while working there
“”When you have all these different voices in the room, you have more people representing your company culture, ”says New. “The culture is becoming anyone who is excited to speak high about what the company is doing and how they came together to achieve it.”
Interaction during Covid-19
The ability to interact with teammates is essential to maintaining a thriving corporate culture. However, given the distancing restrictions caused by Covid-19, typical methods are being reconsidered.
Psencik notes that most if not all of your employees like to be outside as we are part of the green industry. He says that service properties give teams the opportunity to get in touch with the property and the customer, but also to see what your company is about.
Psencik says now is the ideal time to get your office workers out and hold a meeting on a project site. Or, instead of having one-on-one meetings with managers in your office, meet them outside to change scenery.
“Take part in what we enjoy every day,” says Psencik. “Even from an interview standpoint, there is no reason why you cannot still interview. Change the shape and fashion of your meeting, how you meet, and what that meeting looks like to make sure everyone is comfortable with it. ”
According to New, there is still a way to keep your company traditions like events going without compromising security. You just have to be willing to change your methods and follow the appropriate guidelines to make everyone feel comfortable.
Communicate your company’s vision
As a small business, you may find it difficult to convey your vision for your business without losing this process in the daily struggles.
In Psencik’s opinion, he believes that small businesses actually have the advantage. Psencik says in his experience that small business owners are usually the ones who have their boots on the ground, know their employees well, interact with them regularly and deal with the day-to-day aspects of physical work.
“It’s about explaining the vision, but also having a few metrics to back up the direction you want to go,” says Psencik. “When you talk about vision, you are talking about opportunities. If I’m a $ 2 million company and I want to be a $ 10 million company 10 years from now, we realistically want to grow around $ 1 million every year. That’s $ 8 million more work over the next eight years, and that’s a great opportunity for growth. ”
“Talk to your team about where the company is going and where it wants to be,” says New. “It’s about inclusivity. Work together on this dream and vision wherever you are going. ”
Editor’s note: This information was presented in a webinar during NALP’S LANDSCAPES 2020 Event.