As we move from one phase of life to the next, our priorities naturally shift. It stands to reason then that our careers are shaped by the transitions we make in our lives. For example, the lifestyle and career goals of a 25-year-old are going to be very different from those of a 55-year-old.
For businesses in the construction industry, the success of any project depends on the skill of the team working on it. To improve business outcomes, employers must build strong, talented workforces by recruiting and retaining the right candidates, developing the potential of current employees and taking numerous other steps to achieve workforce excellence.
“If we build it, they will come” doesn’t just apply to fictional baseball fields. It also applies to building better benefits plans in an effort to keep and retain better construction workers. Looking back on 2016, it’s no question that the construction industry is making big changes to employee benefits. Like most industries, construction is facing rising health care costs—all while balancing the demands of attracting and retaining skilled workers.
Improve Performance With a Culture of Trust Construction Contractors Can Gain More Success by Fostering Trust Among All Employees
Workers who know they’re trusted perform better and are much easier to retain. It’s important for business owners to take a serious look at the company benefits of increasing trust—it changes everything.
Recruiting and Retaining Top Construction Industry Talent Leverage a Strong Portfolio, Company Culture and Advancement Opportunities to Build Your Best Team
There is no question that it is more difficult for construction and related industry firms to attract the number of candidates needed to fill today’s positions and to build managers for the future. For companies in remote or less developed regions, such as much of Northern New England, this challenge can be compounded by the lure of higher earning potential in bigger cities.
The first thing that comes to mind about a business’ strategy for human capital is people. Businesses must have the right people in the right roles who are energized to be efficient and profitable. The question that top executives should be asking is why their best people stay. They must determine what it takes to keep the best employees engaged and enthused about the work, as well as their individual status in the organization. The best source of that information is the employees themselves.
In recent years, construction workers have incurred the most injuries of any industry in the private sector, according to the Centers for Disease Control and Prevention. Yet, these workers count on being healthy to work and support themselves and their families. In the event that a worker experiences an accident on the job, he or she may not be able to afford the financial setbacks associated with medical bills.
After several years of increasing demand, construction firms are expanding their payrolls in almost every market segment. They are optimistic about growth in the retail, warehouse and lodging segments, as well as demand for manufacturing, energy and hospital construction. They also are ready to purchase and lease new equipment. Although the outlook is optimistic, construction firms face a number of significant challenges. Foremost among those challenges is the growing shortage of qualified workers to fill available positions.
One of the main components to a successful business is hardworking, talented employees. From the skilled laborer to the foreman to the front office operations manager–each role is critical in keeping the machine functioning at a high level. Like any part in a machine, neglect can lead to a costly breakdown. It will leave the business struggling to keep up with its customer project obligations and competitors in the marketplace.
The most successful company leaders consistently innovate on the job to help increase productivity. Great managers pay attention to the world and global changes and, in response, go a step further by helping evolve their companies.
All businesses have employees, customers, revenue and expenses, but few develop a true company culture in which employees are engaged and motivate. Creating a vibrant company culture requires time and energy from leadership. Without leadership commitment, there’s no way to create an engaging work environment. Use the following tips to create a culture that will keep current employees happy and attract new talent
In business, as in life, there are “nice to haves” and “need to haves.” Nowhere is that more true than in the realm of employee health care insurance. Workers need quality coverage to help protect themselves and their families from the high cost of medical bills. Without that safety net, they’re not as fully engaged and productive as their employers need them to be.