Management Insights: Seven Essentials for Building Strong Teams

10/1/2014 - By Zachary Farrington

-This excerpt is from our Summer 2014 Dimensions newsletter-

Whether you are planning for succession or long-term growth, having a strong team is essential to success in the construction industry. Building and developing such a team is one of the most important goals a company can take on — and one of the most challenging. While there is no single formula for success, here are seven essentials that can help guide your team building efforts:

1) Strong leadership – Strong teams start at the top. Try to objectively analyze your own management style as well as the strengths and weaknesses of key managers in your company. If necessary, work with management experts for a professional evaluation, but at the very least do some research to improve leadership skills at the very top of your company.

2) Investing in individuals – Project managers who have vision and the ability to motivate others are essential to success. But don’t overlook the importance of skill, loyalty and a positive attitude at all levels of your company. Encourage a sense of responsibility and ownership in all members of your workforce. Don’t allow carelessness, but don’t be unreasonably demanding either — the trick is finding the right balance.

3) Recruitment – Strong teams need regular replenishment. Many construction businesses are struggling these days to find workers with necessary skills. Consider working with local community colleges or private trainers to develop a pipeline for future skilled workers and equipment operators, as well as future project managers.

4) Training – In addition to technical training, invest in “soft skills” or “people skills” training, especially for management-level personnel. Being able to understand and motivate various personality types is a valuable skill that doesn't come naturally to many people — most of us have to learn it.

5) Communication – Remember that communication is a two-way street — it involves listening as much as speaking or writing. The best communicators don’t just bark orders, whether they are in the office or on the job site. Rather, they are tuned in to their audience and can tell if their messages are being heard and understood.

6) Incentives – Financial incentives should be carefully tailored to reward results that are directly related to the company’s financial performance. Ideally, you should offer a mix of individual and team incentives — subject, of course, to any constraints imposed by labor contracts. Verbal, public recognition for a job well done can also be a powerful motivator, but some type of monetary incentive should be offered.

7) Consistency – Be consistent, not only in your management style and policies, but also in the business processes you use to operate the company. Consistent, effective operating procedures — both on the jobsite and in the office — can help eliminate human error and let team members know what’s expected. In the end, a team is only as effective as the processes it is carrying out.

Even the best teams will encounter unexpected setbacks, but effective teams with strong leaders are flexible and nimble enough to respond to challenges. Such teams help build customer loyalty, improve financial performance, and ultimately create greater value for your company.

Please contact our firm to discuss ways your company can build and develop a strong team.