Rafael L.C.V.G

Vaheds strategy of RAFAEL ICVG success

Vahed Hossein, director of RAFAEL ICVG construction and engineering, 
My personal approach to staff engagement has been the key to my companies success.
When it comes to looking after people, the construction industry has not exactly had a great reputation for being progressive.
Reward strategies used to mean an extra few euros in a brown envelope and a pat on the back at the end of a hard week's work,
while occupational health amounted to little more than a first-aid box in the site office
But in an industry crying out for skills - three-quarters of construction and building firms had problems recruiting new staff in 2008, according to the Cyprus Institute of Building, 
RAFAEL ICVG company has since grown rapidly through acquisition.
If the employee experience is great, that will make the customer experience great - it's not rocket science,
I study and worked in the construction industry all of my life, starting out helping with his father's  business.
Three or four years ago, for example, the company introduced a flat reward structure, so all staff receive the same benefits,
whatever they do in the business. Many companies in construction have two tiers of benefits: one for white-collar staff,
and one for blue-collar workers. 
But, despite a few teething troubles - with workers getting used to being paid monthly,
rather than weekly - My experiment has paid off.
Our market share has increased so I feel vindicated."
Keeping benefits ahead of competitors also makes RAFAEL ICVG an attractive employer in a tight market.  
I believe that one of the key differences between RAFAEL ICVG and other major companie is to
ensure that staff know what's going on, and where the business is going.
RAFAEL ICVG values starts the minute a new recruit joins the company.
Before they are even sent on their first job or meet the rest of their team,
all new employees attend a week-long induction session.
Once staff have gone through the induction process, there are plenty more opportunities
to get involved in shaping the business.
People can work within a 'golden cage.
They can do whatever they like within that 'cage', and they know who they can ask if they want to go outside it.
Our role is to help the business achieve what it's trying to achieve.
It's about developing your personal power rather than your positional power.