This article reprinted from Western Roofing magazine May/June 2007.

Kudos

Never Underestimate the Power of “Attaboy”

The 2006 General Social Survey (GSS) results listing the most satisfying jobs in America, were just released. The survey interviewed 27,000 people asking questions about job satisfaction and general overall happiness with their life. I know this may come as a shock to you, but roof mechanics weren’t anywhere close to the top five rated occupations.

According to Tom Smith, director for the GSS, “Work occupies a large part of each worker’s day, is one’s main source of social standing, helps define who a person is, and affects one’s health both physically and mentally.”

If you take a look at the top most gratifying jobs: clergy, firefighters, special education teachers, you’ll note that they have common elements to their vocation. First, none of these jobs are highly paid. Second, and probably most importantly, these occupations are held in high esteem in the community. If these people talk about their work at a cocktail party, others are genuinely interested and praise the work they do for society.

People are willing to accept a lower pay for more gratifying work and praise from their peers and the community. People love praise and recognition. It’s one of the reasons the U.S. has such a large and dedicated volunteer network. Volunteers don’t get paid in cash, but with praise and a sense of accomplishment.

Your crews are getting paid well, but I’m pretty sure that they’re not getting a pat on the back around the community for working on roofs. It’s up to you to take up the slack. Singling out and recognizing a worker or crew of a job well done will pay dividends. Remind your entire company that they’re doing more than just installing a roof. They’re providing safety and shelter for families. They’re building safe workplaces for people to earn a living. And they’re contributing to the overall economy and well being of the community. Basically, you have to fill a void and raise your employees self esteem.

Studies have shown time and again that people switch jobs because they don’t think their boss appreciates their work, not because of pay. In fact, people will stay at a lower paying job as long as they’re happy, feel that they’re appreciated, and receive recognition for their work. In other works, pay is not enough compensation for a job well done.

Awards can take several forms: from trophies and certificates engraved with employee or crew of the month, to gift certificates to restaurants and hardware stores. One roofing contractor told me that his foremen carry a pocketful of restaurant gift cards. When they see a worker doing an exceptional job, help another employee, or going out of their way to ensure a better job, they hand out these gift cards on the spot. These people are then further recognized at the weekly safety talks.

Conversely, someone who is not happy can bring down the morale and production values of an entire crew or company. Bad morale in infectious. This bad seed needs to be motivated, transferred, or let go before he influences too many people.

Is all this just a waste of time and energy? Not by a long shot. Happier workers produce a better quality product, are more productive, and take pride in their work. Morale will be higher. You’ll get more for your money from the same work force. Happier and contented workers are also healthier since they seem to have fewer sick days. And in the long run you’ll have less turnover and fewer callbacks. A few well-placed “Attaboys” can work wonders.

Marc Dodson

Editor

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