3 minute read
BLD Connection Magazine - June/July 2025
HR CONNECTION
By Rikka Brandon
Many companies struggle to attract and keep high-performing sales, management and executive talent. They blame the labor market, compensation packages or competitors poaching their people.
The truth? Leadership is often the deciding factor. People don’t just leave jobs. They leave leaders. The best employees are selective about who they work for. They evaluate not just salary and benefits but also:
• The quality of leadership: Will I be supported, challenged, and valued?
• Company culture: Is this a place where I can grow and succeed?
• Vision and direction: Is the leadership team aligned with a clear strategy?
The companies that consistently attract and retain top talent aren’t just offering great pay. They’re offering great leadership. So, what separates good leaders from great ones? Here’s what it takes.
Visionary Leadership: Inspire People with a Clear Direction
The best employees want to work for leaders with a vision. They need to see how their work contributes to something bigger than just their individual role. How to implement this:
• Communicate the company’s long-term goals and mission regularly.
• Show employees how their work directly contributes to success.
• Provide road maps for business growth and team development.
Leadership Tip: Schedule quarterly “State of the Company” updates to keep employees engaged in the bigger picture.
Accountability: Set High Standards and Hold Everyone to Them
Top performers thrive in high-accountability environments. They don’t want to work with underperformers who aren’t held accountable. How to implement this:
• Set clear expectations for each role and department.
• Address underperformance quickly and fairly.
• Hold yourself accountable first— employees respect leaders who lead by example.
Leadership Tip: Regularly review key performance indicators (KPIs) to ensure expectations are being met.
People-First Leadership: Prioritize Employee Growth and Development
Top talent wants to grow. If they don’t see a clear career path, they will look elsewhere. How to implement this:
• Offer mentorship and career coaching.
• Invest in ongoing leadership and sales training.
• Give high performers the opportunity to take on bigger responsibilities.
Leadership Tip: Create individual development plans for employees and check on their progress at least twice a year.
Transparency: Open Communication Builds Trust
High-performing employees don’t just want good news—they want honesty. If leadership isn’t transparent, trust erodes quickly. How to implement this:
• Communicate both wins and challenges openly.
• Involve employees in problem-solving and decision-making when appropriate.
• Share company financial health, goals, and upcoming changes.
Leadership Tip: Hold monthly leadership Q&A sessions where employees can ask about company direction.
Recognition and Appreciation: Show That You Value Their Contributions
One of the biggest reasons employees leave great companies is a lack of appreciation. How to implement this:
• Recognize wins publicly. Celebrate achievements in team meetings.
• Give personalized rewards that match the employee’s interests.
• Make feedback regular and meaningful – not just during annual reviews.
Leadership Tip: Build a recognition program that includes both financial rewards and personal appreciation.
Rikka Brandon is a leading recruiting and hiring expert in the LBM industry. She’s the founder of Building Gurus, a boutique training, consulting and executive search firm for building products manufacturers and distributors. She’s also the creator of Hire Power, an on-demand training for recruiting and hiring in the building products industry. Schedule a call at BuildingGurus.com/Discovery.
