When you started a portable sanitation company, you expected to run routes to clean restrooms. You also knew truck maintenance and equipment repairs would be in the job description. And you were certain that some degree of accounting would be necessary to build a successful company. But did you ever figure understanding the millennial worker’s mindset was going to monopolize so much of your workday?
It’s that time of year when you start to separate the women and men from the girls and boys on your service crews. With summer demand hitting its stride, everyone’s got to step it up, work longer hours and concentrate on top-notch customer service. Some of your workers make the adjustment and give you a great performance. Others fall by the wayside. And when that happens, you need to quickly find solid contributors that — hopefully — will stick around for the long haul.
I had those challenges in mind recently when I read some interesting advice about employee retention and creating job satisfaction from Tammy Stone, writer for the blog The Psychology of Business and a LinkedIn influencer. Stone says it’s important to study the employment patterns of today’s workforce and align your business practices accordingly. Failing to do so can create a revolving door and the costs associated with constant recruitment and retraining.
NO SATISFACTION
Stone reports that 20 years ago, the average worker held two jobs by age 32, but now that number has doubled to four jobs. And while she says better pay is one way to lure new workers, it isn’t necessarily the answer to stopping job-hoppers in their tracks. No, the trouble is today’s workers — to quote The Rolling Stones — can’t get no … satisfaction.
“People want a sense of purpose with their jobs. They want something to work toward besides a paycheck,” Stone writes. “Feeling needed … or being good at your jobs, can be a much higher motivator than money.”
Stone goes on to say that workers aren’t concerned with where they’ll be in 30 years; they’re more worried about how they’ll like their job over the next three years. So you need to worry less about feeding a 401(k) than feeding their soul. “The perks of a good work-life balance, or job experience are more appealing than a good retirement plan,” is how she puts it.
Now the fiscally conservative saver in me doesn’t quite buy into the argument that retirement planning is irrelevant. The failure of workers to take a long-term view of their financial picture is what has led, in general, to many folks having an alarmingly small nest egg. The state of saving in America is a huge problem that could turn catastrophic as baby boomers and Gen Xers face the prospect of missing out on those golden years. But that’s a topic for another column …
C’MON, GET HAPPY!
So the priorities of your workers are different from what you might think. According to Stone, they want to enjoy the company of their coworkers, to feel that what they do is worthwhile, to get flextime and other lifestyle benefits that were not offered in the old, familiar employment model.
Taking that into consideration, I’ve come up with a few moves you might make to keep your well-trained crews on the road throughout the busy event and construction season this year. Take a look, and let me know if you’d add any items to the list.
It’s one for all and all for one.
When the going gets tough — you know that big, demanding event every year in the miserable heat of summer — you need to foster a positive attitude of teamwork. You’re all in this thing together, so make sure that message is heard loud and clear. If it’s practical, see that everyone shares in the burden equally. Set the tone yourself by pulling a shift in the field, even if you don’t ordinarily drive a service truck or handle a suction hose. Don’t ask anyone to do what you’re not willing to tackle. The team won’t mind if you drive them toward success if you also reward them as a team. Throw a thank-you party for your staff at the completion of a big job. Give everyone a little gift, a bonus or a few hours off to show your appreciation for a job well-done.
Stress the public service aspect of portable sanitation.
Let’s face the facts. That big outdoor summer spectacle couldn’t happen without your 100 restrooms parked on location. Restrooms are indispensible for many of your customers. They are not a luxury, but a necessity. Your crew hustles to service all those units, ensuring sanitary conditions for your clients. And what’s more important than cleanliness and public health?
On any given day, your technicians can be serving the Little League at a public park and construction projects that are the backbone of your community and providing needed relief for friends, neighbors, and visitors in your area. Remind your crew of the essential tasks they perform so they take pride in their work.
You are an environmental steward.
Do your crew members think of themselves as working on the front lines of an environmental movement? If they don’t, they should, and it’s up to you to share that message. Portable sanitation slows the spread of pathogens and the consumption of the world’s freshwater supplies. As the Portable Sanitation Association International stresses, portable restrooms save 125 million gallons of freshwater daily. Through its campaign to stress the value of portable sanitation, the PSAI reports that restrooms save 45 billion gallons of freshwater annually over the use of traditional flushing toilets. And with regulations and spill prevention, portable restroom usage promotes the safe return of wastewater to the environment. Share this important news with your workers.
Don’t delay gratification or rewards for employees.
If they are well-deserved, grant pay raises, vacation days, and bonuses today rather than putting them off. Thank your crews today for doing a good job. Keep those lines of communication open — be liberal with praise when it’s warranted, and encourage feedback to the boss at all times. If you wait to do any of these things, you risk losing a good worker who will seek job satisfaction elsewhere.
Give them the best tools to work with.
One contractor told me he involves his technicians in choosing the new truck they will be driving on daily routes. Why? It’s simple. A driver with a say in speccing the features of his truck will feel pride in ownership and work hard to keep the rig clean and running properly. The same goes for restrooms. The next time you have to order a truckload of units, ask your team what they like about the restrooms you currently use and how they could be made more convenient to service. You may look for sloped holding tanks, smoother walls or sturdier construction to make for faster cleaning or fewer repairs on the fly. Seek input from those who deliver and service the restrooms, restroom trailers, hand-wash stations and the like. They know better than anyone how to improve service to the customers.
YOUR MOM WOULD BE PROUD
Cleanliness counts. That’s what your mom taught you. And your workers need to hear that message. Their moms would be proud of the work they do to serve the public good, give everyone a better-than-expected restroom experience, and make the daily grind just a little more pleasant for everybody. Keep up with the positive messaging and job satisfaction will surely follow.
