Story by Gemma Beasley / August 19, 2024
The construction industry’s grapevine is buzzing with talk of a job market on the upswing. It’s got firms scrambling, and for good reason.
Just the other day, one of our clients let slip their latest tactic – retention bonuses. Smart move, sure, but is it enough to keep their talent from being lured away? If you’re banking on cash alone to keep your crew intact, you might be in for a rude awakening.
Here’s the thing: money talks, but it’s not the only language your team speaks. In an industry where the work is tough and the hours can be brutal, it takes more than a fatter paycheck to keep your best people on board.
So what can you do? Let’s break it down.
First up, invest in their future. I’m not talking about 401(k)s (though those are important too). I’m talking about skills. Sponsor certifications, provide training, create clear paths for advancement. Show your people that sticking with you means growing their careers, not just their bank accounts.
Next, get creative with time. Yeah, I know – construction and flexible hours don’t exactly go hand in hand. But where you can, offer some wiggle room. Maybe it’s flexible start times for office staff, or “recharge days” after big projects wrap up. One firm I work with even experiments with four-day weeks during slower periods. The message? You value their time off as much as their time on the clock.
Speaking of value, let’s talk about recognition. In this industry, a job well done often goes unnoticed. Change that. Celebrate project milestones. Shout out exceptional work. Create an employee of the month program if you have to. Just make sure your people know their hard work isn’t going unnoticed.
Now, let’s get practical. You know those tools your team lugs around? How about a yearly stipend to upgrade them? It’s a unique perk that speaks directly to what your people need. Or consider on-site physiotherapy – a nod to the physical demands of the job that shows you’ve got their backs (literally).
Last but not least, never underestimate the power of a safe, comfortable work environment. Upgrade that safety equipment. Improve those on-site facilities. It’s not just about compliance – it’s about showing your team you value their wellbeing.
Here’s the bottom line – retention is a heck of a lot cheaper than recruitment. By mixing up these strategies, you’re not just keeping people on payroll. You’re building a place where they want to stay, grow, and contribute their best work.
The job market’s heating up, folks. Don’t wait for the poachers to come knocking. Start building your retention strategy now.
Need a helping hand?
Crafting an effective retention strategy isn’t a one-size-fits-all deal. It takes insider knowledge, industry experience, and a keen understanding of what makes construction professionals tick.
That’s where I come in. As a seasoned construction recruiter and consulting partner to my clients, I’ve helped firms just like yours not only keep their top talent but also build a workplace that attracts the best in the business.
Want to make sure you build a star team that sticks around for the long haul? Let’s talk. Whether you need a full retention overhaul or just want to bounce some ideas around, I’m here to help.
Don’t let your best people become someone else’s new hires. Reach out today, and let’s start building a retention strategy that’s as solid as the structures you create.
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