Please mark your calendars for these must-attend events!
UMCA Executive Director, Robert Bergman, has issued a challenge to all UMCA Members to match his contribution of $500 to the MCAA-PAC Fund. The MCAA-PAC Fund helps MCAA to gain needed support for legislative measures that will keep the industry strong and vibrant now and into the future. Issues that the MCAA-PAC is currently pursuing include multi employer pension reform, procurement policy reforms, immigration reform, energy policy, apprentice training and more. While Congress is not always in session, the MCAA-PAC is working year-round to ensure that important issues are at the forefront of national discussion. You can make a real difference by contributing to the MCAA-PAC by donating online here.
Thank goodness for “Healthy Utah,” “Religious Freedom,” and “Partisan/Nonpartisan School Board Elections”… With just a few days left in the general session the legislature is in the final stretch and overall the construction industry is looking like there will be minimal impact in terms of legislative changes. The bulk of the issues the UMCA has been involved in are dealing with; Continuing Education Requirements for Contractors, Contractor Licensing Amendments, Mechanics Liens, and a variety of minor insurance issues. If your company is experiencing any challenges that could be addressed legislatively, please contact Robert Bergman as its never too early to start planning for the 2016 legislative session._READ_MORE
NEW APPRENTICE APPLICATIONS
The Utah Career Center will be conducting new applicant interviews on April 1st. If any contractors have individuals that may be interested in an apprenticeship, please encourage them to apply. The application process must be completed no later than March 13, 2015. The Utah Career Center welcomes all applicants and is in particular need of HVAC candidates.
EMERSON/LEIBERT TRAINING CERTIFICATION
The Utah Career Center has been approached by a representative from Emerson/Leibert about doing training for UMCA members. The training would provide the attendee with a Leibert Factory Trained Technician Certification. Before the Utah Career Center schedules the training, they would like to get a feel for who might be interested in attending the training. If you are interested, please email Will Nickell to let him know.
FALL CLASSROOM EVALUATORS
The Utah Career Center is looking for volunteers to help with instructor evaluations for the Fall 2015 semester. If you would be interested in volunteering, please let Will Nickell know. Volunteers would need to commit to auditing one class two separate times during the semester as well as attending a evaluator training workshop prior to the semester.
DISTRICT 5 REGIONAL APPRENTICE CONTEST
On June 10 & 11 the Utah Career Center will be hosting the District 5 Regional Apprentice Contest. This contest will provide a great opportunity for contractors to bring clients or end users to the Career Center to show them the level of training the get when they use union contractors and union labor on their projects. To keep the number of people at a manageable level, the UCC is requesting that contractors limit attendees to one or two guests. Additionally, the UCC may need volunteers to help proctor projects, clean up, run parts, etc. If you are interested in volunteering or having one of your employees volunteer, please let Will Nickell know.
The UMCA and UA Local 140 finalized the Collective Bargaining Agreement during the month of February and hard copies of the agreement were mailed out to each UMCA Contractor Member. Additionally, the new CBA has been uploaded to the “Members Only” section of the UMCA website and can be accessed by logging into your account. If you do not remember your login or password to the website, please email Sarah Hill and she can send you updated information. If you did not receive hard copies of the CBA or would like to request additional copies, please also email Sarah Hill with your request._READ_MORE
Do your employees drag themselves into work? When you ask them to stay back for a meeting or complete an additional task, do they immediately jump into action, object or reluctantly agree. When employees don’t feel appreciated, they will not go the extra mile. The clock is at the uppermost part of their minds.
Use these 10 tips to help improve employee morale and boost productivity:
1. Connect with your team. As a leader you should be seen. Be visible. Make your presence felt. Don’t just lock yourself in your office whole day and only communicate with staff when you want something done. It would be good to walk around on mornings to greet staff, then during the day, take quick walks through the office. Send motivational quotes, positive insights, etc. Get to know your employees. Find out about their interests. When next you meet them remember what you discussed, they would be appreciate how you were attentive.
2. Show that you sincerely care about their well being. I can’t emphasize this point enough. If a staff member is on extended sick leave or loses a family member. Just pick up the phone and call them. Be genuinely sympathetic. Send a card or flowers. If one of your employees passes away, try to attend the funeral service, don’t just focus on getting a replacement. Staff won't forget this type of behavior. I had a supervisor who had poor people skills, her sole fixation was on results, sadly though when she retired none of the staff wanted to speak when the floor was opened. It was a very short retirement program.
"If you treat people right they will treat you right 90 % of the time." – Franklin D. Roosevelt
3. Be Fair and Neutral. We know too well about office politics and favouritism. It’s really sad when employees can tell who will be getting the next promotion because of their close relationship with the manager. Furthermore, don’t hold personal grudges, don’t send angry e-mails, swear, lose your temper or ignore your staff, especially in front of other employees. Gave constructive feedback rather than criticize. Treat everyone with respect.
4. Advocate for your staff. Exhibit loyalty to your employees. In some cases, if a complaint is made against an employee, the manager is quick to jump in and suddenly all the good the employee has done is cast into the sea of forgetfulness. Don’t be the judge, jury and executioner. When your people are facing difficult challenges and morale is sinking, be the ultimate leader and take the bullet for your team.
5. Employee Empowerment. Micro managing; breathing down someone's neck all the time can be very disheartening. Sometimes knowing when to step back and let your employees do their work is what they need. Encourage your workers to come up with ideas. Give them responsibility. Let the lead a project. Delegate and assign tasks. Recognize the different type of employees; Some may rely on this style to effectively perform but most will loathe it.
"Managers light a fire under people; Leaders light a fire in people." – Management Consultant Kathy Austin
6. Open and Honest two way Communication. Keep employees informed. Don’t let them have to hear of upcoming changes through the grapevine. Make sure top management is available and engaging. Have an open door policy where you can be seen as approachable to your subordinates. Listening to employees -Have an atmosphere where employees ideas and suggestions are valued. Don’t have surveys and suggestion boxes then when feedback is given, you simply ignore it.
7. Champion Team Building Activities. Encourage a family atmosphere at work. Recognize Birthday’s. Have regular meetings and office activities such as talent shows, group breakfast / luncheons and different events that will promote a sense of togetherness and belonging. You may want to host some of these activities off site for a change of scenery.
8. Reward and Recognition - Offer incentives. Always reward staff for good work, and not only top performers include those who are improving or doing their best. Additionally, don’t just wait for this occasion, you can always recognize employees by communicating to them the great job they are doing. Give Specific Thank You’s. Show employees the results of their hard work. Make them feel as though they are a major part of the business. Keep them up to date with the performance of the company this will motivate them to give more.
9. Training. One of the top reasons employees leave a company is the lack of development opportunities. Staff members can interpret an employer’s unwillingness to invest in training as a disregard for their professional development. Acknowledge and encourage strengths, recognize the different skills they possess and recommend training for them. Subsequently, If a staff member has informed you they want to move to another department support their wishes, don’t be an obstacle to them.
10. Employee Development. Grant time off to employees to pursue projects, family commitments, educational or personal development programs. Take an interest in their progression. Where possible be flexible. If employees have to go through the red tape every time to get time off. They will just prefer to call in sick. Work with them for a suitable arrangement. Have ways they can work back the hours. If not have a discussion but don’t just give them the axe.
"Great leaders don't blame the tools they are given. They work to sharpen them." – Simon Sinek
Taking Action: When you get to the the root of the problem try to make changes. It may be a system that cannot be changed, well try to find ways to work around it. Let employees see that you are really intent on improving their work environment. You may not please everyone but in the end you will gain their respect.