Please tune in this week as Wayne defines what a legacy employee is, gives you four questions to assess whether a legacy employee still fits, and offers several ways you can tap into legacy employee’s gifts and experience to further improve your company. Please let us know in the comments section what works for you in assessing legacy employees and repurposing them for the modern construction world.
The November Contractor Business Boot Camp class in Dallas is full, but you can still get on the wait list. Our next class is in Raleigh on Feb. 9-10, 2023. Because these classes fill up so quickly, it’s in your best interest to contact Charlotte at ckopp@familybusinessinstitute.com and sign up your future leaders for this one-of-a-kind experience NOW!
Another critical question to ask about legacy employees is, “What message would the rest of our employees receive if we fire the legacy employee? Would they see it as betrayal of loyalty and past contributions? Would they question their own security and long term commitment to the team?
Finding and training legacy employees for less physically demanding roles can work. Safety is one good way to refocus an older and wiser employee. They know the hazards and tend to be safer than young employees.
Wage adjustment for an easier role or a part time role might also fit the needs of employer and employee needs.
Accommodating a legacy employee is contingent on the precondition that the employee still has a great attitude and is not acting entitled to perpetual employment without needing to continue to contribute to the success of the organization.
Remember that the rest of the organization is watching, and they have an opinion about whether the legacy employee is a burden or a role model.
Strong corporate culture relies on the trust that everyone is working together for the long term benefit of both the company and the employee.
Good thoughts, Alan. Thanks.