Retaining Your Construction Workforce

It is such a relevant topic in the daily conversations around the construction workforce. Whether it is losing our skilled workforce to retirement, physical limitations, overwork or under skilled entry level workers not ready to fill their shoes - the construction industry is struggling to retain the needed workforce. This brings two essential questions:

Why are we losing our workforce?

How do we retain the work force?

These two questions are different than “Why we cannot attract the right people to the construction workforce?”? A valid and important question that we will tackle in a future article.

The construction workforce is up against a number of different challenges. As is with most industries, some of these challenges are ingrained within the fibers of the construction workflow and others are intangible viruses that have been eating away at the reputation of the industry and now, showing themselves in a way that repels potential employee engagement. ?The magnificent production of beautiful buildings is often separated from the grungy, redneck that dug the footings for it.? Construction has been revered as a tough, rough, hard, and dirty industry.? One with traditional male dominance known for the suppression of different ideas or different genders. An industry, where the Good O’le Boys network is real and expansive, success relies on hard work, where testosterone rules with a heavy hand, and demeaning, disparaging daggers thrown at those who appear to be underperforming. Long hours, early mornings, a slave to the project -an unwelcoming environment where thick skin is a prerequisite.

?“Why are we losing our workforce?”

Because a lot of this is true.? It may not be framed in a way you like.? It might not all be true under the leadership you’re working in BUT this is the perception of an industry that is responsible for the greatest infrastructure and civil development in the entire world. ?Before we can address the problem – we have to acknowledge it.? Due to the diversity and different levels of construction “paths’ or “tracks” there will be a need for diverse approaches and a number of different challenges to be met at each level of the workforce ladder. Because of the bottleneck that appears in management, the focus of this article will be on site-workers, where the majority of the industry is feeling the biggest impact in workforce retention.

Switch & Bait

Part of the problem is the “switch and bait”.? Where construction tries to ignore the “bad parts” by over selling the “good parts”. An employee gets sold on the finished product – without pulling the curtain back and preparing an employee for the sacrifices that must be made before they step into a more “glamorous” role.? An employee takes on the position with the thought of becoming a superintendent or manager without appropriate context of how long it takes to achieve these positions.? When they figure it out, they choose to leave the industry and with them goes the money and effort into a new employee. The other side of this coin is when a company gets a good employee in a particular position and then dismisses the opportunities to promote that person because they are too valuable in the position they are serving in. This one always baffles me because the company is trying to keep an employee locked into a position where they are benefiting the company, yet the action itself is likely to cause the employee to go look for other opportunities with companies willing to take a chance on them in the new position they have been working towards. Creating a Destination Map for your company that clearly lays out the path necessary for an entry level employee to have realistic awareness of how long it should take them to achieve different levels of success has a two-fold advantage. First, it clearly outlines how to traverse through your company’s expectations. Secondly, it provides light at the end of the tunnel and estimates timeframes for how long an employee might be in a position before they can expect a promotion. By providing preparedness education for employees and investing in employee education and growth stands out as a strategic imperative. This investment not only enhances the technical skills necessary for complex projects but also fosters a workplace culture of engagement and loyalty. An educational platform that meets employees "where they are at" and shows a path of promotion within the company offers a nuanced approach to learning and development, ensuring that all employees, regardless of their educational background or learning style, feel valued and capable of advancing within their careers.

Employee Investment

The hesitation of a company investing in employees is the fear of spending money and time on someone who is not going to stick around and further, take your trade secrets and training to the next company they go to work for.? To be successful, a company needs to appreciate a different perspective.? One that invests in the pride of your company, how you serve the people that serve you, and a belief in yourself that the way you treat and invest in your employees will be exemplified when they go to work for another company and find their way back to yours. Providing investment in your employees promotes confidence in them, shows value in their worth, and supports the culture of your company that brings a positive energy that can inspire all employees at your company.

Tailored educational programs are designed to align with the individual learning styles and career goals of employees. Such programs utilize adaptive learning technologies that customize the training content based on the learner's pace and understanding, thus optimizing the learning experience for each individual. This personalization ensures that employees not only acquire the necessary skills but also feel a personal connection to their learning journey, thereby increasing their engagement with the material and the company.

Benefits of Investing in Employee Education

1. Increased Job Satisfaction and Retention: Employees who see investment in their professional development often feel more valued by their employer. This appreciation can lead to higher job satisfaction and loyalty, which are critical for reducing turnover rates in the competitive construction market.
2. Enhanced Productivity and Quality of Work: Well-trained employees are more likely to perform their jobs efficiently and with greater competence. This increase in productivity and quality of work can directly impact the success and profitability of construction projects.
3. Adaptability to Industry Changes: The construction industry is constantly evolving with new technologies and methodologies. Continuous learning ensures that employees stay updated with industry standards and innovations, making the company more adaptable and competitive.
4. Creating a Culture of Continuous Improvement: By prioritizing education, companies cultivate an environment where continuous improvement is valued. This culture not only promotes personal growth but also drives collective advancement towards organizational goals.

Succession Planning

Today's construction workforce is diverse, encompassing a wide range of skills, experiences, and educational backgrounds. This diversity includes those who thrive on hands-on experience and those who benefit from more structured learning environments. Recognizing these differences is crucial for developing effective training programs. Employees need to feel that their specific needs and preferences are acknowledged and addressed, which can significantly enhance their engagement and commitment to the company. Part of this clarity comes a desire to work in an industry that can show a plan.? What happens when an employee’s contribution is limited due to years of physical wear and tear. Do they get used up and thrown away? Or does your company have a succession plan and training in place to transition valuable skill sets promoting from within the company?

Construction Management Online exemplifies an educational platform that meets employees where they are and supports companies in meeting their goals of providing training for their employees. It offers a variety of courses that cater to different aspects of construction management, from technical skills to soft skills like leadership and communication. Here’s how such a platform can engage employees effectively:

• Accessibility and Flexibility: The platform provides courses that employees can access anytime and anywhere, accommodating their schedules and job demands. This flexibility allows workers to engage with the material at their own pace and on their own terms, which is particularly appealing in the demanding construction industry.
• Relevance and Practicality: The courses are designed with a focus on practical application, which means learners can immediately apply what they've learned on the job. This direct applicability enhances the perceived value of the training, as employees can see tangible benefits from their learning efforts.
• Recognition and Progress Tracking: Gamification elements such as badges, certificates, and progress trackers can significantly boost engagement. These features provide a visual representation of the employees' learning progress and achievements, offering a sense of accomplishment and encouraging continued participation.
• Support and Community Through Mentorship: Providing learners with access to mentors and peer networks through the platform can enhance the learning experience. This support not only helps in clarifying doubts and gaining deeper insights but also builds a community of learners who share advice and experiences, further enriching the learning environment.

Investing in employee education through platforms like Construction Management Online represents a strategic approach to workforce development in the construction industry. By providing tailored, flexible, and practical learning solutions, companies can significantly enhance employee engagement, satisfaction, and retention. This investment not only equips employees with the skills needed to excel in their current roles but also prepares them for future challenges, ensuring the company's growth and sustainability in the long run. Engaging employees through thoughtful educational investment thus becomes a cornerstone of a thriving, dynamic, and forward-thinking construction business.

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Are you interested in setting up a Corporate College with your Company's very own designation for your employees to have access to a library of Construction Management Instruction?

Let's Talk.