It’s welcome news that so many members of Generation Z are demonstrating interest in skilled trades, that they’ve earned the nickname “the toolbelt generation.” Even amidst the scramble to bring these new workers into the construction industry, business owners are wise to plan for retention too. Here’s advice.
Focus on Career Development
Hands-on learning, and the prospect of career paths that are both stable and paved with growth opportunities, are benefits of construction work that appeal to Gen Z. Employers can leverage these interests to successfully retain Gen Z, as Kit Dickinson of ADP points out:
Employers can offer clear career development roadmaps that help young workers to envision their future in the company. Whether it’s moving from an entry-level position to project management, gaining specialized skills in electrical or plumbing work, or transitioning to environmental and infrastructure projects, the opportunities for growth in construction are diverse.Employers can…ensure workers receive the training and guidance they need to advance in their careers. By providing a structured plan for growth, companies can demonstrate their commitment to employees’ long-term success.Many Gen Z workers are entrepreneurial by nature….Instead of fearing that workers will leave to start their own ventures, construction companies can use this aspiration as a retention tool. When workers know that staying with their employer might give them the skills and experience needed to eventually run their own business, they may be more inclined to remain in the industry longer.
Another win-win for the construction industry and Gen Z is the cultivation of tech forward approaches to work–and workers. By offering tech forward jobs and learning opportunities, construction business owners can both retain Gen Z employees, and better leverage technology for growth. When it comes to running a tech savvy workplace, remember:
Gen Z has grown up in a digital-first world. As a result, they likely prefer their work experience, from the hiring process to day-to-day operations, to be tech-enabled and mobile-friendly. Employers can leverage technology platforms that help simplify processes such as work boot reimbursements, scheduling and payroll. A streamlined, digital-first approach not only can make life easier for employees but also can improve engagement and retention by helping to create a work environment that feels intuitive and responsive.
Analysis by McKinsey & Company partner, Julian Salguero further points to the benefits of appealing to the tech savviness of Gen Z, demonstrating how technology is increasingly being leveraged in construction. Of course compensation and meaningful recognition tactics are key too, and don’t forget purpose:
According to Salguero, young people tend to want jobs that offer career advancement, work-life balance and purpose. “Our research indicates that Gen-Z workers’ motivations for taking, keeping or leaving skilled trades jobs are similar to those of older cohorts, although compensation is less of a draw compared to other factors, including career development, flexibility and meaningful work,” he stated….Attract this cohort by offering options like shift swapping, part-time roles, hybrid and remote work (where applicable) and flexible schedules that allow for better work-life balance. Gen-Z is deeply concerned about the purpose in their work. Highlighting sustainability efforts, such as…using eco-friendly materials and implementing energy-efficient processes, can resonate with Gen Z’s values….Salguero said, “Investing in career development is proven to work, giving employees the opportunity to learn new skills and grow within the company.”
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