As seasoned construction workers retire—taking with them a wealth of valuable knowledge and expertise—companies must find ways to make construction work align with a younger generation of employees.
Construction Executive shares the following six ways to help your company succeed as the worker demographic changes.
- Prioritize skills development. Conduct a comprehensive skills audit to identify the expertise that will be most needed when seasoned workers retire. Then, identify employees who have the potential and interest to develop those skills.
- Build in mentorship. Good judgment and problem-solving skills come from decades on the job. Pair veteran employees with younger recruits early and provide clear objectives. Give time for collaboration and encourage seasoned workers to document key workflows, safety insights and customer management lessons.
- Consider how you design benefits. Different generations have different priorities. Older employees may value health care and retirement benefits while younger workers may seek financial wellness support and mental health resources. Flexibility regarding benefits allows employees to choose what fits their current life stage.
- Modernize with technology. Younger workers may get frustrated by paper-based processes. Using mobile workforce management systems from a single platform can help workers access what they need from any job site.
- Lead with values and purpose. Many younger workers want employers whose values align with their own, including community service, sustainability or safety leadership. Be transparent about your company’s values and reinforce them through initiatives such as volunteer opportunities or recognition programs.
- Keep compensation competitive and transparent. Examining the industry and benchmarking compensation and benefits regularly helps you ensure your pay structure is competitive. Also, younger workers may expect openness regarding how compensation decisions are made, so build trust by being transparent.
