Top 10 Strategies for Retaining Talent in the Construction Sector

One of the biggest challenges facing construction companies today is attracting and retaining talent. Nearly every customer reports this problem.

The problem is often dismissed as unsolvable or seen as the result of a lack of motivation and poor work ethic among younger generations. This stereotype is unhelpful and simplifies a complex issue that is influenced by changing work values, adapting technology, a changing world of work with more dynamic and flexible working environments, communication differences between generations, and labor market challenges such as rising student loans and housing costs.

Managers can either hold on to their old ideas of what makes a great employee, or they can embrace the new reality and adapt. This decision can have a big impact on your long-term success.

There are strategies to attract and retain talent that give your company a competitive advantage through talent attraction and retention.

Consider 10 strategies to retain construction industry talent

1. Training and development

This is perhaps the most overlooked strategy. Providing skills development opportunities that lead to career advancement makes employees feel valued and accepted. Strategies such as education, certification, on-the-job training and continuing education provide a tangible foundation. These offers inspire employees to make and retain connections and strengthen your employee base.

2. Positive Work Environment

Creating a supportive and inclusive work culture is key. Recognize and reward hard work, encourage teamwork and maintain open channels of communication. Addressing issues such as workplace safety and providing necessary facilities and resources can also increase job satisfaction.

3. Work-life balance

If an owner is investing 50+ hours per week into growing their business, they may believe this is the only path to success. This can be at odds with other generations who place more emphasis on work-life balance.

Be curious to see how you can look at this topic from the right and wrong perspective and realize that it’s simply a different approach. Flexible working hours, paid time off, and policies that promote work-life balance allow employees to manage personal commitments in addition to work. This helps prevent burnout and increases loyalty to your employer.

4. Employee Engagement

This is another strategy that’s often overlooked. Involving employees through regular feedback, including them in the decision-making process and valuing their contributions can increase their commitment to the company. Building interactions, connections and gathering employee insights can also significantly increase engagement.

5. Career opportunities

Clearly defined career paths and advancement opportunities can motivate employees to want to stay with the company. Offering mentoring programs based on sharing experiences and perspectives demonstrates a long-term investment in individuals. Both greatly support succession planning and give talent the peace of mind that they have a future with the company, which increases your value in the eyes of potential buyers.

6. Health and Safety

Safety issues in construction can creep into even the most well-intentioned companies, so addressing safety issues is essential. Risk assessment training, implementing disciplined safety protocols, providing necessary safety equipment, and offering health and wellness programs ensure a safe work environment and show employees that they are valued.

7. Company Culture and Values ​​

Building a strong, positive company culture, highlighting core values ​​and clearly expressing behaviors that support those values ​​can inspire employees and promote a sense of loyalty, community and belonging.

8. Employee Recognition Programs

Some may balk at the idea of ​​giving employees praise and positive feedback on a regular basis. But where employees once expected a pension, they now expect to be recognized. While this may seem time-consuming, the benefits of real-time recognition and recognition are great.

Understand that recognition is a response to something you’ve earned. Recognition is something we all need to hear on a regular basis.

9. Improved Communication

Transparent and frequent communication from management helps build trust and commitment. Educating employees about company goals, changes, and their role in the company’s success helps increase their sense of purpose.

10. Competitive Compensation and Benefits

Many employers start it, but there’s evidence that it’s not as important as many employers think. Competitive salaries, bonuses, health insurance, retirement plans and other benefits help retain employees. To stay competitive, compensation packages must be regularly reviewed and adjusted. But if you are paying your employees a fair salary, compensation may not be the most important motivator for employee retention.

How They Can Help

Focusing on these strategies for the long term can really change the landscape for your business in very tangible ways while creating value and sustainability. Don’t underestimate the importance of a strong team and committed employees or think that your talent challenges are insurmountable.

CLA’s industry-specific experts can help you overcome recruitment challenges such as high turnover and lack of candidate experience while saving your company time and money in the recruiting process.