‘People are our difference’ used to be such a witty differentiator. That is, until every service organisation took to using it. The unfortunate thing is that in some workplaces it really is what distinguishes them. For others, they’re just words on the page.
While some businesses top the best employer lists others struggle to keep their people. Some businesses operate like hotels with a revolving door at the entrance, one person comes in as fast as another exits. The people who survival the turmoil can’t escape the negative internal morale. I’ve witnessed this disastrous approach to people management first hand. So when I notice a workplace doing things differently, it raises my curiosity. That’s how I got to interview a HR Manager at a building company and sneak peek into the people practices that are working for them and why.
A bit about the property player
Although I can’t share their name, this property industry player is a successful Sydney based commercial construction company who has grown organically over the past 15+ years both in size and reputation. They have work in hand in excess of $450 million and over 130 full time employees who have mostly grown through the ranks. They operate in an industry that’s built on the quality of the product they deliver and the quality interpersonal relationships they build, inside and out. As builders they’re in a good position to get this piece right. So as the number of their employees grow, the company will find it hard to keep what they do a secret from those in the industry.
First impressions only touch on the surface
Their HR Manager previously worked for the recruitment agency the building company used before it made sense to bring the recruitment process in house. With a recruitment agency perspective the HR Manager saw the people practices of many similar companies and clearly remembers that the HR practices at this building company were different. It intrigued her. It was clear to her that this company were managing differently to other industry peers.
So let’s look a bit deeper……..
Learning culture
What always struck me about this company from sitting at their reception was the commanding wall of achievements, from Harvard qualifications to professional awards. It’s a proud wall that recognises their director’s professional and business achievements. Its very presence gives confidence rather than intimidates. I was told it never fails to be noticed by potential recruits prior to their appointment. This wall epitomises that the company values learning. It’s part of their culture. It shows the way for their young cadets and apprentices. This is also backed up by the close relationship the company has with the universities and colleges their people attend. It’s not unheard for a lecturer to call in if someone’s marks are slipping behind and for the company to provide the support needed to get the person back on track.
Leadership hired from within
The team is made up of long term employees and the directors themselves have risen through the ranks. The directors have really have built the business to be what it is today. As much as they care about their business they also care about their people. Saying this is easy, living it is what they do. They’re present within the business day to day, they move through the office, they’re at site meetings, social events, and they meet with their people one on one as well as in teams. They know when someone’s up or down. They don’t commission engagement studies because there’s no need for them.
They know the investment they make in their people today is going to stay with them for the long term. Their new recruits can see there is a career path within the company. No revolving door here.
Dedicated to a mentoring process
Through a mentoring process the company extends their learning culture to their people. The directors and HR Manager work together to learn about each person, what they want from their career and what they want to achieve personally too. They encourage peer to peer support for the young cadets and apprentices. This guidance is invaluable as they’ve all been there before. It’s worth noting though that everyone isn’t treated the same. It’s impossible because everyone is different and seeks different treatment. What’s evident is they go further to understand what’s happening in each person’s world, not just at the office or on site, but what’s really happening when they leave work. They provide a good listening ear and comfortable environment for people to feel safe to air any grievances.
What type of people do they recruit?
Given this company is a place to learn and grow, the people who thrive are the ones who want to develop themselves professionally and personally. The company actively recruits passionate people, people with dreams that are bigger than just their work. The CEO also epitomises the passion and his presence is felt by everyone in the business. Each of the directors brings their own style to the company. The directors are diverse. They each bring a different energy and voice to the table. This keeps politics out of the business because everyone is able to say what they need to say. Their ability to complement and challenge each other is significant to the business they’ve built.
Another quality that stands out in the people they employ is that they care. It’s a business that cares about its people and requires each of its people to care about the result too. It’s a quality they have to have and one which the company is keen to keep alive.
Feels like family
If you think this company sounds too good to be true then I want to temper this with the business model being one of a family. While it’s the reason people join, it’s also the reason others might not. Their family oriented culture means they celebrate wins and achievements together. It offers a sense of belonging and this connects those that work there to each other. If you have a family then you know there are ups and downs. So it would be deceitful to suggest, or ridiculous to think, there are no challenges with people from time to time. The difference in a cohesive family is that you have air to say what’s on your mind even if it’s unpopular. In a family you’re still loved regardless of your faults. And when things don’t work out, it’s how it’s managed and communicated that makes the difference.
And the moral of the story is…
The perks don’t matter if you feel genuinely supported and appreciated in your workplace. The perks are like the naming right on the building you’ve just constructed. Nice to have, not essential to the building’s form.
What I don’t want is for this to read like is a fairytale with a happy ending. During the recruitment process the HR Manager makes it clear that she's very careful to tell potential recruits what it's like to work at the company and doesn't sugar coat the process. She keeps it as open and honest for the new recruits without glossing over what the work is really like. There’s no mistaking whether this is the right place for you or not.
Fairytales don’t exist in real workplaces because you get out what you put in. No one is there to write your script. No one can take ownership for any workplace issues you don’t like. It’s up to you to either address it, accept it, or make plans to leave.
However, it’s up to the workplace to present itself honestly and up to the individual to know themselves so they don’t try to fit into a place that’s not right for them.
