Introduction
Four years on from the start of the COVID-19 pandemic the construction industry is at a crossroads. The employee expectations landscape has changed dramatically and businesses must re-think their approach to talent management. Employees now want a balance between their work and personal life, flexible working, and meaningful career opportunities that align with their values. For HR leaders and business owners in construction, adapting to these changing expectations is no longer a nice to have – it’s a must-have to attract and retain top talent and ensure long-term business success.
At Bolster, we know the construction industry is facing its own unique challenges in this new world. Our mission is to help construction businesses with innovative solutions that solve the current labor shortage and improve operational efficiency and employee satisfaction. In this guide, we will explore how construction companies can adapt their HR strategies to meet the modern workforce and get ahead in the market.
Evolving Employee Expectations
The employee expectations paradigm is changing across all industries and construction is no exception. Today’s employees are not just motivated by financial reward; they want a total employment experience that includes:
- Work-Life Balance: Employees want to be able to manage their work and personal life. The 9-to-5 is becoming a thing of the past.
- Purposeful Work: There’s a growing need for roles that have purpose and contribute to society. Workers want to feel their efforts make a difference.
- Growth Opportunities: Continuous learning and career development are top priorities. Employees want employers to invest in their careers.
- Ethical Alignment: Alignment with a company’s values, ethics, and social responsibility is becoming more important. Workers want organizations that reflect their own values and contribute to the greater good.
At Bolster, we’ve seen companies that adapt to these expectations retain employees and improve overall workplace morale and productivity.
The Consequences of Not Adapting
Not adapting to these changes in employee expectations can have serious consequences. Construction companies that don’t adapt may:
- Talent Drain: Skilled workers will leave for competitors who better align with their expectations.
- Decreased Productivity: Disengaged employees are less productive and will impact project timelines and quality.
- Reputation Damage: Companies seen as out of touch or unresponsive to employee needs will struggle to attract new talent.
- Financial Losses: High turnover and low productivity will cost you money and reduce profits.
Now you understand the stakes construction businesses need to evolve their HR practices.
How to Adapt Your HR Practices
To meet modern employee expectations construction companies should:
1. Embrace Flexibility and Work-Life Balance
Why:
Flexibility in the workplace is no longer a perk – it’s an expectation. Employees want control over their schedules to balance work and personal life. This is especially relevant in construction where project demands can often encroach on personal time.
How:
- Flexible Scheduling: Offer flexible start and end times where possible. For on-site roles consider staggered shifts to accommodate different life commitments.
- Remote Work Options: While construction requires physical presence, administrative and planning roles can benefit from remote work. Use technology to enable virtual collaboration and keep off-site employees connected.
- Wellness Programs: Provide resources to support mental and physical health, such as access to counseling services, fitness memberships, or wellness workshops. Encourage regular breaks and promote work-life balance to reduce burnout.
- Show Empathy: Have policies that acknowledge personal responsibilities such as generous parental leave, caregiver support, and personal days. Showing an understanding for life’s unexpected events builds loyalty and trust.
Bolster’s Role:
Bolster’s construction management software enables seamless communication and project management so you can have flexibility without sacrificing productivity. Our platform allows remote access to project data so teams can collaborate no matter where they are. By streamlining workflows employees can manage their time better and have a better work-life balance.
2. Inclusive and Diverse Workplace
Why:
A diverse and inclusive workplace attracts a wider talent pool and innovation through different perspectives. Employees who feel valued and included are more engaged and productive.
How:
- DEI Programs: Have clear diversity, equity, and inclusion initiatives with measurable goals. Regularly review and report on progress to hold yourself accountable.DEI is not supported by most conservatives who are our main customers…I would delete this.
- Bias-Free Hiring: Use standardized interview processes and anonymous applications to reduce unconscious bias. Train hiring managers on diversity and inclusion to further mitigate bias.(Same as above)
- Equal Opportunities: Have transparent career paths and equal access to training and promotions. Mentorship programs can support underrepresented groups to navigate their careers.
- Zero-Tolerance Policies: Have strict policies against discrimination and harassment to create a safe environment for all employees. Encourage open dialogue about DEI issues to build understanding and growth. This section will fall flat for most of our readers.
Bolster’s Role:
Bolster promotes diversity and inclusion by providing tools that enable transparent communication and collaboration. Our software ensures all team members have equal access to project information and resources. We level the playing field so every employee can contribute.
3. Technology and Innovation
Why:
Using modern technology attracts tech-savvy employees and streamlines operations for more efficiency. In an industry perceived as traditional, innovation can make you stand out.
How:
- Invest in Training: Provide ongoing training in new technologies relevant to the construction industry. This will not only upskill employees but also show them you care about their career development.
- Automate Admin Tasks: Use software to reduce manual workloads so employees can focus on high-value activities. Automation can eliminate errors and increase productivity.
- Go Digital: Use project management platforms like Bolster to streamline workflow and communication. Digital tools can connect on-site and remote teams.
- Stay Ahead: Keep up with the latest technology to stay competitive. Regularly review and update your technology stack to meet industry standards.
Bolster’s Role:
Bolster’s software has all the tools for project management, budgeting, scheduling, and communication. By using our platform companies can modernize their operations and attract a workforce that wants to work with modern tools. Our simple interface means all team members, regardless of tech skills, can get up to speed quickly.
4. Company Culture
Why:
A great work environment where employees feel seen and heard is the key to engagement and loyalty. Company culture shapes the employee experience and can impact retention rates.
How:
- Define Your Values: Clearly state your company’s mission, vision and values and live them in your daily operations. Leadership should model these values to set the tone.
- Recognize Achievements: Celebrate milestones and achievements to boost morale and reinforce desired behaviors. Recognition can be formal or informal but must be consistent.
- Team Building: Organise activities that bring the team together and build relationships. This could be team lunches, workshops, or community service projects.
- Community Involvement: Get involved in corporate social responsibility initiatives that align with employee values. Supporting local charities or environmental causes can boost company pride.
Bolster’s Role:
Our platform supports cultural initiatives by providing tools to recognize employee contributions, team communication, and company-wide updates that keep everyone connected to the company’s purpose. Bolster creates a cohesive environment where every employee feels part of the bigger picture.
5. Continuous Feedback
Why:
Regular feedback creates a culture of transparency, trust, and continuous improvement. Employees who feel heard are more likely to be engaged and committed to the company’s success.
How:
- Open Communication Channels: Encourage employees to share ideas and concerns through surveys, suggestion boxes, or regular meetings. Make it easy for them to provide feedback anonymously if they want to.
- Constructive Performance Reviews: Do regular reviews that focus on growth and development not just appraisal. Set clear goals and provide actionable feedback.
- Act on Feedback: Show that employee feedback leads to real changes and that their input matters. Communicate updates and decisions.
- Leverage Technology: Use platforms that enable real-time feedback and communication across the organisation. Tools that integrate with daily workflow mean feedback is timely and relevant.
Bolster’s Role:
Bolster’s software has features for real-time communication and collaboration so feedback is timely and actionable. Our tools keep all team members informed and engaged, bridging the gap between on-site and remote workers. By centralising communication, we make it easier to have a continuous conversation.
What’s Next
The future of the construction industry depends on its ability to adapt to the changing expectations of its workforce. To do this you must:
- Continuous Learning: Stay up to date with workforce trends and best practices in HR. Encourage a learning culture across the organization.
- Employee-Centric Policies: Create policies that put employee well-being and happiness first. Review and update policies regularly to reflect changing needs.
- New Thinking: Embrace technology and new ways of working that improve efficiency and appeal to modern workers. Don’t be afraid to try new things.
- Collaborative Leadership: Create a leadership style that values input from all levels and cross-functional working. Leaders should be approachable and open to feedback.
At Bolster, we support construction companies in navigating this transition. Our full solutions help to streamline operations, and communication and create a better work environment for all employees.
Conclusion
Adapting to changing employee expectations is not just about avoiding the risks of labor shortages and high turnover; it’s about the opportunity to build a more resilient, efficient, and engaged workforce. By following the advice in this guide construction companies can be employers of choice in a competitive market.
Investing in your employees is investing in your company’s future. The benefits of meeting modern workforce demands go beyond retention – they benefit your company’s reputation, productivity, and bottom line.
Bolster’s Commitment
Bolster will partner with you on this journey. Our construction management software is designed to meet your business and workforce’s needs. We provide the tools to adapt to the modern demands of the industry and improve operational efficiency.
- User Friendly: Our platform is designed to be easy to use so your team can get up and running quickly.
- Full Features: From project scheduling to budgeting to team communication Bolster has got it all.
- Customizable: We know every company is different. Our software can be tailored to your business and workflows.
- Ongoing Support: Our support team is here to help you every step of the way from implementation to optimization.
For more information and to find out how Bolster can help your construction business adapt and thrive visit our website or get in touch with us today. Let’s build a better, more modern construction industry – one that meets the needs of today’s workforce and sets us up for tomorrow’s success.
Together, we can create a future where construction companies thrive by putting their people first.