VICA Member Flynn Group selected as a Finalist in the 6th Annual Canadian HR Awards
This recognition is for Flynn’s Learning and Development strategy that consists of an extensive employee coaching program and a custom, in-house developed mobile app. The HR awards are a showcase of excellence in the Canadian HR sector and the most prestigious representation of people-centric leadership and innovation in the business. Winners will be selected by a panel of industry experts and announced at the awards gala on September 12, 2019 in Toronto.
To bring it home, we reached out to Flynn's Victoria office to discuss their HR approach
The single biggest challenge for growth and future profitability is in attracting and retaining the next generation of employees. At Flynn we invest in our people because we recognize our future success depends on them.
With over 300 e-Learning courses and a dedicated series of custom training workshops called Flynn University, we make sure that people at all levels in our company are equipped with the skills they need to be successful in their current and future roles. Our nomination for the Seneca Award for Best Learning & Development Strategy is due to our efforts in developing our people, specifically through our Flynn University for Frontline Coaches program. This program equips our roofing production team members with the tools they need to become coaches who guide, assist, and support rookies beginning their careers in construction. The program is supported by a custom mobile application that contains directions, pictures and videos on roofing tasks and helps the coach track what a rookie has learned. By investing in our people to coach and train the next generation, we are ensuring a steady pipeline of succession and making a career in the trades more attractive for the next generation.
Derek Matthews - Project Manager, Flynn Victoria
At Flynn Victoria we believe in an organic growth of our team members that revolves around continued learning and development within our industry. One of the best attributes that Flynn encourages is continual learning and professional development. We support a learning-based career path through the local construction association course offerings (VICA), Industry training seminars, and our in house Flynn University workshops. The investment Flynn puts into its people and their successful careers creates a sense of pride in our work and constant opportunity to grow as a working professional in all facets of the business.
Dave Flint – Branch Manager, Flynn Victoria
The intent of the coaching program is that it would allow us to relay information and help our employees become better coaches in the field. It gives employees something to aspire to. The long-term vision is that everyone is involved at all levels, not just in the field.
The coaching program, blended with the mentoring program, allows us to transfer information in a personalized way. We need that to continue the growth of our company and allow all of our employees the opportunity/ability to move forward in the company. We have an advantage because our program is designed specifically for us. We have seen positive changes since implementing the program. It has helped bridge the gap between management communication to the field, and information communication to all levels in the field has improved dramatically. The same with feedback to the offices — it opened the door to get constructive criticism. We all get caught up in our day to day work, but we are looking for management to be responsive to field employees.
Wherever we are in the company, we all feel that our jobs are the most important job that day. We need to take the blinders off and be cognizant that without the leadership of the company, field employees don’t have a job. Without field employees, the leadership doesn’t have a job. We have a very symbiotic relationship.
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