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There are many ways to build employee loyalty, but one road that’s less traveled is to invest heavily into brand.

It might seem counterintuitive, but Alexus Neidert and Andy Amrhein from Thomasville Restoration can tell you first hand, it can have a huge impact on employee morale.

In this episode of The Restoration Playbook Podcast by KnowHow, we interview Andy Amrhein and Alexus Neidert from Thomasville Restoration to dive deep into why they decided to invest heavily into brand when it's hard to prove the ROI, and what impact they've seen it have on employee morale and loyalty. 

They also walk us through a clear, proven process for determining company values your team can rally around, and helping get buy-in at every level. Don't miss out on these incredible insights that could transform your company. 

Looking to get connected to Thomasville Restoration? You can find them at tvr247.com and on LinkedIn, Facebook, or any other social media channels.

Welcome to the official audiobook of Why Workers Quit: And Other Powerful Insights from the Largest Workforce Survey Ever Conducted on the Restoration Industry.

This is Chapter 1.

Leaders in the restoration industry today face a unique dilemma. The rising frequency of catastrophic events coupled with aging infrastructure has created more project opportunities than ever before, while at the very same time, attracting and retaining today’s worker has never been more challenging.

In the era of the Great Resignation, workers hold the cards, but restoration managers are not powerless.

Restoration companies that fail to adapt to the needs and wants of the new labor worker will not be here in the next five years, but those that do will unlock new opportunities for growth.

Want to download the written copy filled with never-before-seen graphs and data? Go to whyworkersquit.com

You're listening to the official audiobook of Why Workers Quit: And Other Powerful Insights from the Largest Workforce Survey Ever Conducted on the Restoration Industry.

This is Chapter 2.

Every job starts with a job offer, but even before that, workers have to decide they want to work for you. In a crowded river with bait everywhere, why did your employees choose you? How did they even end up in the restoration industry? Simply put, if you don’t know where your employees came from or where your next hires will come from, you’ll have no idea where to look. Restorers that win among today’s workforce deeply understand their staff’s career goals and why they wake up in the morning.

This chapter does a deep dive into why workers chose the job they did, what they're looking for in an opportunity, and how it all varies by age and role. 

Want to download the written copy filled with never-before-seen graphs and data? Go to whyworkersquit.com

You're listening to the official audiobook of Why Workers Quit: And Other Powerful Insights from the Largest Workforce Survey Ever Conducted on the Restoration Industry.

This is Chapter 3.

There are few periods more important in a worker’s tenure at your company than their first two weeks on the job. It’s in this critical window that the tone is set for what a worker’s relationship is going to be with their manager, how much support they’re going to be given, and in light of the previous chapter, whether they believe the promises you made during the interview process about your team culture and growth potential will ever come to fruition.

To put it simply, the seeds planted during a worker’s onboarding experience, whether seeds of optimism or seeds of doubt, will take root and influence how they view your company throughout the course of their employment. It’s here that companies can either take advantage of a honeymoon period, or give their new employee buyer’s remorse.

This chapter outlines everything we've learned about where onboarding is succeeding in the restoration industry, where it is failing, and what can be done to fix it.

Want to download the written copy filled with never-before-seen graphs and data? Go to whyworkersquit.com

You're listening to the official audiobook of Why Workers Quit: And Other Powerful Insights from the Largest Workforce Survey Ever Conducted on the Restoration Industry.

This is Chapter 4.

The Great Resignation has proven that today’s worker be- lieves they hold the cards for the type of work they do, and what type of work is, frankly, beneath them.

If that’s the case, many restoration owners may look down at the Category 3 water loss surrounding their work boots and say “Well then, who on earth would want to do this for a living?”

Is the restoration industry doomed by a generation afraid to get its hands dirty? Are there any redeemable qualities to an indus- try built on cleaning up other people’s messes?

The implications of these questions go far beyond selling the restoration industry to young workers. Leaders and owners that fundamentally don’t understand why their workers have chosen to work in restoration, what they truly enjoy about their day-to- day jobs, and why they wake up in the morning have no chance at creating a work environment that gives these employees the fulfillment they’re looking for. To retain talented staff over the long haul, you must understand what are the characteristics of the job that matters most to them, that contributes to them lov- ing what they do.

In this chapter, we outline everything we've learned from restorers about what they enjoy most about their job, and the most fulfilling parts of their day.

Want to download the written copy filled with never-before-seen graphs and data? Go to whyworkersquit.com

You're listening to the official audiobook of Why Workers Quit: And Other Powerful Insights from the Largest Workforce Survey Ever Conducted on the Restoration Industry.

This is Chapter 5.

If the restoration industry has some very unique positive elements to it, it’s safe to assume there are also particular elements of the job that wear on workers, testing their patience and their commitment to the industry.

Considering the frequency at which today’s modern worker is taking a step back to reconsider his or her career choices, it’s imperative that managers are well aware of the worst parts about the restoration industry, from the perspective of the worker, so they can attempt to mitigate problems.

This chapter outlines the worst parts about working in restoration, from the perspective of the worker.

Want to download the written copy filled with never-before-seen graphs and data? Go to whyworkersquit.com

You're listening to the official audiobook of Why Workers Quit: And Other Powerful Insights from the Largest Workforce Survey Ever Conducted on the Restoration Industry.

This is Chapter 6.

You’re listening to this because your workers quit more frequently than you think they should, or you’re nervous resignations are coming and you don’t know how to avoid them.

What the Restoration Workforce Survey has made abundantly clear is that the single biggest factor that contributes to workers quitting is your management team’s management. Everything, from how you onboard employees, to how you communicate and enforce company values, either builds loyalty in your em- ployees throughout the craziness of the industry, or edges them closer towards throwing their hands up and walking out the door

Why do restoration workers quit?

In this chapter, we share everything we've learned from our over 400 interviews with workers in the restoration industry.

You're listening to the official audiobook of Why Workers Quit: And Other Powerful Insights from the Largest Workforce Survey Ever Conducted on the Restoration Industry.

This is Chapter 7, the conclusion.

Want to download the written copy filled with never-before-seen graphs and data? Go to whyworkersquit.com

You're listening to the official audiobook of Why Workers Quit: And Other Powerful Insights from the Largest Workforce Survey Ever Conducted on the Restoration Industry.

This is the first Appendix, a deep dive into how to build a better workplace for women.

The restoration industry has primarily been a male domi- nated workforce for decades. As a result, many of the decisions about what’s working in restoration, what’s not, and where the industry should go, are made by men.

The Restoration Workforce Survey, however, was designed to give a microphone to those whose voices too often go unheard, and the women we surveyed provided some fascinating insights.

What blind spots does the industry have in its treatment of wom- en that aren’t being identified? What are the reasons women have been left out of the conversation (and the workforce in general) for so long? Are there any signs that things might be changing?

The Restoration Workforce Survey provided answers to all of these.

Want to download the written copy filled with never-before-seen graphs and data? Go to whyworkersquit.com

You're listening to the official audiobook of Why Workers Quit: And Other Powerful Insights from the Largest Workforce Survey Ever Conducted on the Restoration Industry.

This is the second Appendix, a deep dive into building a multi-generational workforce.

The results from the Restoration Workforce Survey should have a massive impact on how employers relate to their workforce. For the first time, leaders and managers have clear, tangible data on what workers do want, and what workers don’t want; why they join your company, and why they quit.

The most fascinating aspect of all this was the nuance that was contained within all the answers. As interesting as it would be to say, “All workers care more about finding fulfillment than they care about salary”, the truth is murkier. Many workers care about finding fulfillment in their work, but certainly not all. As we sliced and diced the data, we realized that workers’ preferences tended to group together based on their role (whether they’re in the office, in the field, or management) and their age.

This is important because it has a direct impact on how effectively you can apply the lessons from this audiobook. The better you know the specific motivations, however divergent, of each indi- vidual worker, the better you can build a workplace that appeals to all of them.

Want to download the written copy filled with never-before-seen graphs and data? Go to whyworkersquit.com