In this five-part article, we are discussing how the skills gap became a prevalent issue in construction and how we can combat many of these problems in order for the industry to continue to thrive. In sections one, two, three, and four, we discussed everything from implementing effective leadership groups to providing the right educational training to promoting diversity in the workplace. Remember, if you are in need of a Brandon construction attorney, please give us a call.
In this section, we will shift gears from recruiting tactics to retainment. Although we are prone to focus on the recruitment efforts for young workers, as Brandon construction attorneys, we know that one of the greatest challenges within the industry is actually maintaining the employment of our experienced skilled workers. Afterall, how can we sell a promising career in construction to our future professionals if we cannot retain the highly-skilled workers that are currently in the industry?
Creating Recession-Proof Positions
As recent history has proven, many skilled jobs within the construction sector were clearly not “recession-proof jobs.” We can learn from what happened in the early 2000s when thousands of the industry’s most skilled workers moved on to “greener pastures.” Whenever the next recession hits, we need our highly-skilled workers to retain their positions.
Even with new construction processes being formulated, experienced workers are indispensable to the industry. For starters, they have the work experience and specialized skills we need to complete projects. Second, they help cultivate the next generation of workers by offering mentorship and on-the-job training and education. This is an invaluable part of the process of incorporating new blood into the industry while ensuring projects meet their present deadlines.
Offering Long-Term Fiscal Solutions
Although many people that begin work in construction are originally attracted by the good entry level pay, in many cases, this can lead to stagnant wages over their career. Construction companies may be compelled to offer more competitive wages for skilled workers. This can entice some talented professionals to return to the construction workforce or retain workers that are considering other career options. As skilled workers get older, they also desire better benefits, more flexible scheduling options, and retirement plans. Companies that can incorporate financial planning into their culture are promoting long-term sustainability as well.
Re-Training and Education Programs
Lastly, re-training programs and technology courses that promote catching the experienced workers “up to speed” on the latest innovations in the industry can be greatly beneficial to the company and the employee. Ideally, when young workers and older workers can educate each other on their shortcomings, this collaborative effort benefits everyone and creates more successful careers within the construction sector.
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.