You may feel like today’s workforce doesn’t care about working or success. It’s not that they don’t care. It’s that what they care about is different; for them, the definition of “success” is ongoing development, opportunity, and more.
Here are tips for construction management teams to attract and retain talent.
1. Match Their Goals With Yours
Review their accomplishments and discuss your industry as a global entity. Help them understand they’re part of a bigger picture.
2. Show Them a Development Path
Today’s high turnover is due in part to employees believing there’s no room for personal growth or career development. Construction management needs to be able to cite patterns for moving upward and explain how those promotions are attainable.
3. Inspire, Reward Meaningful Contributions
When one company planned to seek project funding, it asked every employee to submit ideas. Give employees opportunities to find meaning in what they do and excitement about what they can do.
4. ‘Love ’Em or Lose ’Em’
Provide mentoring, education, and development opportunities within their current roles. And employees often feel “lateral moves” are meaningless; a recognition or new title with no change in pay. They better appreciate bonuses and raises.
5. Provide Compensation, Benefits
One survey revealed 80% of employees would stay with a company that cared about their personal financial solidity. Retaining talent is heavily influenced by:
- Disability insurance
- Emergency savings programs
- Healthcare plans
- Life insurance
- Mental health services
- Paid family medical leaves
- Retirement plans
6. Encourage Employee Engagement
The first step in creating employee engagement is to create an effective construction management team. Dynamic leadership teams understand that a positive employee experience can lead to profitability and higher customer satisfaction.
7. Prevent Burnout
Encouraging employees to take ownership of how they work is one way to reduce burnout. Top burnout causes include lack of flexibility, unclear communications, and no emphasis on mental or physical wellness.
8. Develop A Graceful Exit Program
When employees choose to leave, let them know they are still valued and the door’s always open. This kind of policy has led to boomerang employees that return when they discover the grass isn’t always greener.