by Tim Zinniel, MEA Chair

Keep Your Valuable Employees—Ideas from Experienced Contractors

How to retain our electricians was a hot topic at MEA’s Leadership Conference in December. This is a great time of year to start thinking about beefing up our retention plans. People of all ages, ethnicity and genders want to enjoy their work and to go home happy. A number of the contractors had stories to share about employees who left their company only to return within a year because they enjoyed their co-workers, their employers and the environment. The following practices shared by experienced contractors are even more important in today’s tight labor market.

1. If electricians enjoy their work, then morale and productivity increase. We can help our employees by doing our best to provide interesting work that fits with their strengths and by providing training so they can improve their skills. Showing that we are interested and that we understand and appreciate our employees are the best ways of motivating them to stay.
2. Having a job that fits well with the other areas of their lives is becoming increasingly important. A great place to start is by sharing our goals for the company when we are in the hiring process. Show how the employee can achieve both financial and career security—provide a clear job description, discuss their career options, explain opportunities for training inside and outside of the shop. If the work is a fit for them, these efforts create trust and loyalty, the opportunity to make a difference, and the motivation to build their future with us.
3. Competitive pay and benefits are necessary to retain talented employees. It is important to pay based on their experience, leadership abilities and wage rates in not only our community—but also we need to be competitive in other communities as well. Why? Recruiters will come onto job sites to find licensed electricians. That is when non-monetary compensation can be as important as wages. Being as flexible and creative as possible about benefits and work schedules can keep our employees loyal. All things being equal, the majority of employees will stay with companies that allow flexibility in their work schedules and have generous time-off policies. Incentives that reward employees for going above and beyond help retention as well. With some training, incentives can even turn our electricians into our best sales people.
4. A good boss. Relationships that are reciprocal will motivate people to go the extra mile for us when we go the extra mile for them. We want employees who care about doing a great job for our customers and who will help us build the kind of reputation that attracts new business. Employees want to work for contractors who help them succeed and grow along with the company. When people are doing their job well, let them know. Give everyone the same opportunities and reward them for the results they produce—impartially. A clear outline of advancement requirements and opportunities is a great way to motivate people to make plans about how to succeed.
5. Connection. Employees want to feel like they are part of a team of great people. It is important that employees get to know each other inside and outside of work. It is even more important that the contractor takes the time to get to know them and asks about their family and friends. Regularly ask them how they think they are doing, if they are on a career path that suits them, and remind them of the opportunities and training that is available to them. Set up mentors, work groups and fun events where they can bring their family. Make it easy for them to create a community within the company.