Building a resilient construction workforce: Strategies for sustained growth and retention
The construction industry has long faced challenges in attracting and retaining skilled craft professionals. Amid a significant slowdown in hiring, construction firms need to reevaluate their approach to engaging with the people who bring complex plans to fruition.
As demand for an expanded workforce rises, demographic shifts are clearly affecting the trades. Many seasoned professionals are nearing retirement, and fewer new workers are coming on board. This evolution has many companies now pondering how to manage staffing challenges.
The solution goes beyond simply filling open roles. It requires a thoughtful approach to communication, trust-building, and creating a more inclusive and supportive experience for craft professionals. From job-site updates to recognition and career development, there are meaningful ways to strengthen these relationships and build a more resilient workforce.
Understanding the disruption
The slowdown in construction hiring didn’t just pause projects; it disrupted long-standing relationships with the craft professionals who power the industry. As activity rebounds, many firms are finding it harder than ever to fill vital jobs.
Unlike past cycles where workers returned as demand increased, today’s labor market is quite different. Many experienced professionals have retired or moved to other industries. Meanwhile, fewer young people are entering the trades, creating a talent gap that traditional recruiting methods can’t easily close. to meet projected demand. Despite a younger workforce and slower growth in construction spending, contractors are still expected to face significant challenges in filling open positions.
The construction industry has always been project-based, with workers frequently moving from site to site. This mobility poses challenges in maintaining consistent communication and engagement, especially because many craft professionals lack company email addresses or access to internal systems. While technology has advanced in other business areas, engagement with field workers hasn’t kept pace, and the disconnect has widened.
A recent bright spot is which aims to streamline how construction workers manage and share their credentials, making it easier for companies to stay connected with their workforce and support career growth.
Leveraging tech to reconnect
In today’s construction industry, technology is revolutionizing how firms reconnect with their workforce. Innovative platforms designed for project-based work are emerging, transforming communication, simplifying hiring processes and fostering meaningful engagement. Digital profiles are replacing traditional resumes, allowing workers to create dynamic records of their skills, certifications and experiences, all backed by reliable data. This shift makes it easier for employers to assess candidates based on actual capabilities and enables workers to showcase their hands-on experience, even in the absence of formal credentials.
Artificial intelligence is also making a significant impact on workforce management. AI-powered tools can efficiently match workers to projects, shorten onboarding timelines and automate repetitive tasks. Some platforms analyze digital profiles to recommend candidates based on skills and project needs, while others offer virtual assistants to help new hires acclimate quickly. These innovations save time, help ensure the right people are in the right roles and enhance safety, productivity and job satisfaction.
Focus on retention
As the construction industry grapples with labor shortages, the focus has shifted from mere recruitment to robust retention strategies. Firms should now prioritize long-term approaches that emphasize recognition, flexibility, safety and career growth.
Recognition is a powerful tool for engagement. Celebrating safe practices, milestones and individual contributions fosters a sense of value and belonging among workers. Inclusion is equally vital, as creating a welcoming and diverse culture attracts a broader talent pool.
Flexibility is becoming a cornerstone of workforce satisfaction. Innovative companies are experimenting with four-day workweeks and staggered shifts to boost morale and reduce burnout. A strong safety culture further builds trust and loyalty, with the most effective programs empowering teams to take ownership of job-site conditions.
Career development is the final piece of the retention puzzle. Workers are eager to enhance their skills, but they need clear pathways and support. Companies that invest in training, certifications and mentorship not only strengthen their teams but also demonstrate a commitment to their workers’ futures. Making career paths visible and connecting newer employees with experienced mentors positions construction as a rewarding, long-term career.
Succession planning as a workforce strategy
Succession planning is becoming a centerpiece of workforce strategy, complementing retention efforts. By starting early, companies can adapt to unexpected changes and cultivate future leaders who embody the company’s values. This approach underscores the significance of long-term engagement and motivates employees by demonstrating that they are integral to the company’s future.
Creating a robust leadership pipeline is crucial. Identifying high-potential employees and nurturing their growth through mentorship, challenging assignments and leadership training directly supports the need for clear career paths. This process also promotes the seamless transfer of institutional knowledge and culture.
An often-overlooked aspect of succession planning is the transfer of key relationships. Future leaders must be prepared to manage essential external relationships with customers, banks and bonding companies. Equipping employees for these responsibilities requires trust, training and exposure, highlighting the importance of inclusive communication and leadership development.
Building a strong future
As we navigate the challenges posed by labor shortages in the construction industry, it’s evident that reconnecting with skilled workers is the key to progress. Instead of relying on short-term solutions, we must adopt long-term strategies that emphasize recognition, flexibility, safety and career growth.
Traditional communication methods have often failed, creating a disconnect between companies and their workers. This gap has exacerbated our current labor issues. However, digital platforms offer a promising solution by providing efficient ways to verify experience and qualifications, making it easier for skilled workers to showcase their talents.
Retention is equally crucial. Recognition programs, flexible schedules and a robust safety culture play significant roles in keeping workers engaged and loyal. By offering opportunities for career development and making career paths visible, we can help workers view construction not just as a job but also as a long-term career. Integrating succession planning into workforce strategies helps ensure continuity, resilience and long-term success.
The future of construction trades hinges on our ability to adapt and evolve. Embracing new communication methods and focusing on worker engagement can lead to stronger, more lasting relationships with the professionals who are the backbone of the construction industry.
How Wipfli can help
Wipfli advisors are ready to help construction leaders navigate challenging times with invaluable insights and strategies to support the growth and retention of your workforce. Work with us to better understand how your business can innovate for today and beyond. Learn more here.
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