In Minor's League: Sept. 2001

ANSWER: I can certainly empathize with your problem. When I ran my business in Texas, this was a constant issue. Field staff typically dislike working in 100-degree Fahrenheit temperatures. Sure, this is doable for a while, but employees will wear down over time. The hot temperatures also drain energy from the management team because they deal with weather-related staff problems all day long. Doing nothing, however, is not the answer.

I have a few quick-fix ideas to offer, but typically I think the problem needs to be addressed before summer.

To get though this year, think about creating new, short-term incentives for your staff. Hopefully, they are already on some type of reward-based compensation program, but why not sweeten the pot? Consider giving an attendance bonus to everyone who does not miss a day in the next two months. Make a big deal out of the program. Make it more effective by putting everyone’s name up on a chart in your warehouse for all to see and checking off each day the employees are present.

Besides progress charts, financial incentives can motivate employees to reach goals, such as production. Charting progress gives employees a financial incentive, and puts peer pressure on everyone. Not many people want to be perceived as the one who can’t cut it. You might even want to consider a team-based attendance bonus with the same type of charting, but make sure you don’t punish for absences arranged in advance.

Communicate regularly to your employees that you understand what they are going through and that you are going to reward them at a greater level for their efforts. Empathy during difficult times is important. If your employees know you care, they will be more inclined to go the extra mile. Show you care by spending a day in the field with them to reduce their workload. We had great success with our "manager in the field" day, during which all managers and senior administrators worked with the crews. Involve as many people as possible and end the day with hamburgers and hot dogs in the office, where the field personnel can share stories about their managers’ experiences. It is a great team builder and shows your appreciation.

Little things show your concern and appreciation as well. You and/or your supervisors could distribute Gatorade and soft drinks at the jobsite in mid-afternoon on a regular basis. Visit with the field staff and show understanding for their work demands. Often, I would come in early in the morning with my truck loaded with donuts and orange juice to hand out before folks went out in the field, and I would thank the staff for their respective contributions at every opportunity.

Another angle is to consider hiring temporary staff to fill the overload in the summer months. Many college and high school students would love to work for four to six weeks during their breaks. Build into your hiring plan an "employee buffer" of backups, which can allow you to give time off to field staff in the summer and allow them to recharge for a couple of days. This buffer also ensures that there are always replacements in the wings for those who can’t make it through the dog days.

Another idea is a mid-summer community service project where all of the employees chip in. A company I know of re-landscaped a park in an urban neighborhood that lacked green space. This project meant more work, but it got the employees excited and interested about more than just making money for themselves or the company. To keep your associates interested in their work, you have to engage their hearts as well as their minds and bodies.

There are many other ideas to keep staff motivated during a hot summer. Schedule a brainstorming session with your senior managers and your field staff. Have managers ask their employees what is important to them. Regardless of what ideas you have – do something. Simply writing it off as the nature of the industry is a big mistake. Put yourself in your employees’ shoes and, I suspect, you will understand.