Meet Doing Business Owners

A business owner sends this note to new employees:

“I am writing to let you know [the company] We hope to provide you with a path to success in our company. You won’t find another company willing to give you the opportunity and training to succeed and go where you want. Please make an appointment to see me most Saturdays. Sometimes, I also work on Sundays. We can discuss paths for improvement. It’s easy to understand and implement if you’re willing to do it. “

In a tight labor market, recruiting and retaining good employees is difficult, but crucial. Upskilling existing employees is often easier than trying to go out and recruit experienced and talented employees. The best employees read the instructions and want to stay with the company because the boss is trying to help the employee. This attitude is more valuable for employee retention than yoga classes and other adornments.

The business owner is Manuel Castaneda of Hillsboro, Ore.-based soil stabilization contractor PLI Systems. (He serves on the Cascade Policy Institute’s board with me.) Castaneda came to this country as a teenager who didn’t speak English. He started a lawn mowing service in high school. In 1989, he learned how to operate construction equipment on steep surfaces to mitigate landslides and started his current company. He now has 44 employees.

When asked about his motivation for writing the notes, Castaneda said his employees might see an opportunity to earn an extra dollar or two elsewhere. He wants them to know that they can do better by staying at the company and improving their skills.

Tips for employees after the introductory paragraph. For example, “CDL [commercial drivers license] Let you have more independent freedom. Once you know how to do your work and use your device, you can move your own device instead of relying on someone else. This makes you grow faster. He followed the tip with the following comment: “If you can’t get a CDL now because of past mistakes, don’t worry. Start training and learning other skills that don’t require driving for the time being. Ultimately, time will pass and you will be ready when the opportunity arises. Just stop being suspended for doing stupid things. “

Other tips are simple: “Learn how to read a plan. We offer a plan to read lessons. Just let me know and we can make it happen.” This offer is for entry-level employees who don’t currently need a reading plan, but for them, this This skill is valuable for taking on more responsibility.

In the first two weeks, half of new hires made an appointment to speak with their boss.

The company helps owners of buildings located on steep hillsides or facing drainage challenges. This is not to solve all the problems in the world, but to solve specific problems faced by specific people. Castaneda doesn’t brag about saving the world to employees. Instead, he offers them a path to reward, responsibility, and respect. Workers may have thought of a raise in the first place, but the wages earned come from taking on more responsibilities, and the result is not just pay, but more respect—both self-esteem and respect for others.

Every CEO is a salesperson, and part of their responsibility is to sell jobs to current and future employees. Salespeople are taught to emphasize the benefits of their products to customers. In today’s labor market, an employee doesn’t have to buy a job from you; he or she can get a job anywhere. Therefore, the CEO’s outreach to employees, whether it’s retention or recruitment, must include what’s for employees. Notes such as these focus on potential benefits.

Castaneda ends the letter with one last piece of advice: “Find habits that will help you improve your life and think about a brighter future.” That’s great advice for anyone.

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