Provide opportunities for feedback. Employees appreciate the time
that we’re taking on the front
end, and then every single
month, there’s an opportunity
to see this industrial psychologist. Not every employee gets
to see him each time he’s here,
but we continue to provide
that resource throughout their
career at Tellepsen and show
them that we have a caring
environment.
Each session that employee
has with our industrial psychologist is confidential, but if there
are growth issues from a personal side or a business side
and the employee gives the
approval, the industrial psychologist will double back to the
employee’s supervisor, and then
all three of them will sit down
and talk about it.
Having a counselor available
to our employees provides
another avenue for them to
communicate their interests and
share what’s on their mind. Over
a period of time, a confidential
environment is created where
the employees are comfortable,
and they feel that the company
cares about them.
Use that information as a springboard. We translate input we receive
from the industrial psychologist,
and then during our annual evaluation with each employee, we
discuss the employee’s development — what they would like to
learn about and what areas they
would like to grow in — and we
establish a plan for them to take
courses, attend seminars, go to
conferences — whatever it
takes for them to accomplish
the agreed-upon growth issues
that the company feels would
be helpful for them.
This continuous process is
reviewed on an annual basis to
see how we’re doing, and that’s
the accountability part. The
company is accountable to the
employee; we need to help
them and give them the tools to
continue to grow personally and
professionally.
HOW TO REACH: Tellepsen Builders LP, (281) 447-8100 or www.tellepsen.com
