Creating a Strong Company Culture to Bring in Top Talent, More Business

With no end in sight to the current labor shortage issues, it’s critical that construction companies focus on how to set themselves apart from the big employers like Google, Amazon and others also trying to recruit and retain as many good workers as possible. One of the best ways to do that, according to Vincent Malizia of A1 Roofing in Long Island, New York, is to build a strong cultural foundation within your company and  implement that culture across every facet of the business. 

“It’s no secret that employees are our brand ambassadors,” said Malizia during his presentation at the 2024 International Roofing Expo. “If your employees aren’t happy, clients are going to know about it.” 

Malizia described culture as “a collection of beliefs, attitudes and behaviors that define a society.” He noted that the way people act and behave can have a significant impact on the success of an organization, thus making a healthy culture necessary fora prosperous construction business.  

He suggested a two-pronged approach: first, build a strong “culture house” foundation and then add small but impactful actions.  

Malizia’s three key components to building a strong “culture house” are: 

1 | Mission statement. 

Your mission statement embodies the ground your organization is built upon, according to Malizia. Your team needs to understand the company’s purpose and where the business is going. 

“We create mission statements, but the employees often don’t even know what they are,” he said.  

Keeping it simple and straightforward makes it easier for employees and clients to remember your company’s mission and take it to heart.  

 2 | Vision statement.

Your vision statement acts as the foundation to your organization. A vision statement should be aspirational and express your brand’s plan for the future and the community, according to Malizia.  

“Your employees need to know why they’re coming to work every day,” he said. “Most employees are coming in and doing their work just to say they did it. (For retention), it’s important that they understand what the vision is for the company.” 

Vision statements should explain why customers and employees should stick around, Malizia said. He also noted that nothing you come up with is permanent—you can change your mission and vision statements over time, but what’s important is to start somewhere.  

 3 | Core values.

These are principles that guide the company’s action, according to Malizia. Core values should serve as a cultural cornerstone, be used for all decision making and never be compromised. 

Some examples of core values he provided are trust, integrity, safety, innovation and client experience.  

“Start with between three and five core values,” he said. “Some companies have as many as eight or 10, but that can become a little much.” 

Once your company’s cultural foundation is solid, Malizia said focus on crafting an environment people are proud to work in, providing these nine tips:  

1 | Emphasize effective communication. 

Make sure everyone has a clear understanding of expectations, goals and responsibilities, and encourage open and honest communication while establishing processes for conflict resolution. 

2 | Prioritize inclusivity.  

Recognize and celebrate cultural differences on your team while finding ways to promote equality and fairness. This should include making it known that company leadership values different perspectives and backgrounds. 

3 | Lead by example. 

Leaders should model behaviors they want to see in employees. They must be accountable for their actions and willing to receive feedback like any other employee. 

4 | Encourage growth and learning. 

Provide opportunities for professional development. This can include encouraging employees to learn new skills, take risks or experiment with new ideas.  

5 | Foster teamwork. 

Promoting shared goals—through mission and vision statements and core values—makes it easier for open communication between employees, leadership and clients and helps make your company a place of trust and respect.   

6 | Encourage a healthy work-life balance. 

Help employees prioritize mental and physical health by creating the space to take breaks, set boundaries and make time for family and social obligations outside of work.  

7 | Recognize and reward success. 

Celebrating milestones and acknowledging achievements across all employee levels can help your staff remember their work is valued and seen.  

8 | Evaluate and adjust. 

Culture is not static, said Malizia, and must evolve with the changing needs of a business. By scheduling regular company culture reviews and one-on-one employee meetings to gauge their experiences, you ensure business goals still align with what’s happening day to day. 

9 | Assign each new member a mentor or buddy. 

This further emphasizes the importance of teamwork and can help both new and established employees build bonds with fellow coworkers—ultimately helping with retention, according to Malizia.