How to Inspire and Foster the Future Generation of Construction Workers

FEATURE

How to Inspire and Foster the Future Generation of Construction Workers by Patrick Hogan, Handle.com

Labor shortage remains a top problem in the construction sector. In a recent survey conducted by the Associated General Contractors of America (AGC), around 81% of respondents said that they were having difficulties filling salaried and hourly positions, while 43% agreed that recruitment challenges will persist in the next 12 months.

As contractors and subcontractors struggle to attract young skilled workers, the construction job market is expected to keep expanding. More opportunities for new construction are expected to open up, so construction companies must step up their game in recruiting new employees and honing them to become competent industry leaders.

Below are five tips that can help you not only to find and train the next generation of construction professionals but also to inspire them to stay in your employ.

1. Actively search for interested and skilled workers

Posting job opportunities on online job boards will no longer cut it in this day and age. If you want to meet future employees, you have to proactively search for them and inspire them to kickstart a career in construction.

One way to do so is to conduct open houses on a job site so visitors can get to see what goes on at a construction project. Utilizing social media is also a good idea to promote your business and inform the youth that working in construction can be a lucrative and fulfilling career.

Furthermore, you can consider fostering relationships with local high schools and community colleges—opening your business up for apprenticeship opportunities is an effective way to attract interested students who are just about to explore their post-secondary career options.

2. Adopt technology and promote innovation

The younger generations are raised on technology, and construction businesses have to adapt to this reality. You should definitely use technology to your advantage: not only will you attract techsavvy workers, but you can also improve the efficiency of your work processes.

If you haven’t yet, you should consider integrating technologically advanced devices into your business. Being able to operate electronically controlled machines can be very attractive to young employees, especially if they know that these devices are not just fancy appliances but are also effective construction work tools.

Using advanced construction management software is also a good way to improve efficiency at work. Teaching new employees how to work their way around a computer is no longer an issue, and the use of laptops and other mobile devices to increase work efficiency should be encouraged.

3. Provide hands-on training

Construction work is fast-paced, and you should use it to your advantage. Providing hands-on training over theoretical textbook instruction to your new employees is definitely a good way to keep them interested.

Getting their hands dirty does not only train young employees directly, but it also gets them involved and helps them feel productive. However, meaningful mentorship should still be in place for your young workers. Hands-on training should come with explanations of why things are done a certain way, and the floor should always be open for discussion on how certain practices can be improved.

4. Engage them in decision-making

There are many leadership styles that work, but young professionals prefer to have their voices heard instead of being told to just follow the rules. Consider implementing an open-door policy on your work site and make sure that all the rules on expressing work-related issues are communicated to your employees.

All construction professionals should know when and how to report their concerns, especially as regards health and safety issues. It's also a good idea to hold regular work meetings in which workers are encouraged to participate and share their thoughts and recommendations. By fostering a culture that encourages people to speak, young workers are highly likely to stay and feel valued.

5. Highlight company values and always plan ahead

Employee retention is not just about giving your workers the highest compensation or the best benefits, it also has to do with your company’s mission and vision. Workers are more likely to keep working for a company that is stable and cares for their employees’ future.

Your company should, therefore, have a clear vision. You have to make your workers feel that they are being taken care of— no employee, young or old, would want to keep working for a business that makes them feel disposable.

This is also why planning ahead is very important. You must consistently assess your finances and make sure that your vision will be realized regardless of potential economic downturns or cash flow troubles. Running a strong, steady business will definitely help you retain your employees.

About the Author:

Patrick Hogan is the CEO of Handle.com, where they build software that helps contractors, subcontractors, and material suppliers with late payments. Handle. com also provides funding for construction businesses in the form of invoice factoring, material supply trade credit, and mechanics lien purchasing.