Training

Barriers to Providing Effective Training to Construction Workers Part 2

Dealing with different generations of workers, workplace apathy, time constraints, along with a lack of value placed on training itself is enough to sabotage an employer’s effort to effectively train workers. Nevertheless, employers must press beyond these barriers if they want their employees and projects to thrive. As Jacksonville construction attorneys, we know the repercussions of poor training, which is why training should not be a one-time experience but a continuous and evolving part of your workplace culture. If you haven’t already, read part one of our article.

A Lack of Training Culture

If safety is an afterthought to management and crew leads, it won’t matter to many of the other contractors on the jobsite. This is why consistent and regular training and safety meetings are of the utmost importance and should be handled with a sense of urgency.

No Follow Up or Reinforcement

Even when training has been conducted, a lack of follow up can derail your efforts. Plenty of people get training and receive little to no coaching post-training. This makes it easy for workers to revert back to familiar ways or for new workers to start off on the wrong foot.

Why Should Training Be a Priority?

Training should be a priority for every construction professional because it reduces the skill gap. When you have workers whose ages range between baby boomers to millennials, implementing a streamlined training process will be instrumental in closing the skills gap. Training also improves risk management which will reduce onsite injuries. Training will also help you retain workers because it helps with career development and leads to advancement.

If you would like to speak with one of our Jacksonville construction lawyers please contact us at 904.425.5030, or submit our contact request form.

Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.

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