In construction, holding on to competent laborers feels like attempting to hold water in your hands. You finally fill one position, and just when you think you’re in the clear, another spot opens up. It is even harder in busy cities like New York, where there is no end to projects and stiff competition.
When you lose experienced workers, it doesn’t just mess with your timelines—it affects the quality of your projects, too. Even worse, high turnover can give potential hires the impression that something’s not right.
So, how do you keep skilled workers from walking away? Spoiler: Paying them well is not the only answer. In this article, we’ll look at actionable tips to keep your best workers from leaving. So, without further ado, let’s get started!
Invest in Safety Training
Putting resources into safety training is a smart strategy to keep skilled workers around for the long term. This is because in construction jobs, hazards are common, and effective training shows that you’re serious about your team’s safety and well-being.
A good way to accomplish this is to work with a professional safety training school. They offer a variety of NYC Safety Training courses for both supervisors and workers. These trainings extend beyond the basics. They focus on practical skills and the latest safety guidelines that help workers handle real-world situations with confidence.
What’s great is that these courses are split into different focuses, like scaffold safety or concrete safety. So you can choose what makes the most sense for your team. Additionally, a good safety training program is also beneficial for the company to stay in compliance with laws. This avoids hefty fines and the stress that comes with them.
Offer Competitive Compensation and Benefits
Fair compensation is more than a check; it’s a mark of respect. Employees want to feel that their labor and talents are appreciated. Offering wages at or above market rates can deter them from looking elsewhere.
But it’s not only about cash. Benefits count, too. These can include health coverage, retirement savings, and incentive bonuses based on performance. They make employees feel secure in their jobs. Paid leave and funding for additional certifications are also benefits that can pay off big time. When employees notice that their company is willing to make an investment in their futures, they’re more inclined to stick around.
Promote a Positive Workplace Culture
A positive work culture isn’t built overnight, but it’s essential for retaining skilled workers. Construction sites can be stressful, and a negative environment only makes things worse. Encouraging teamwork, recognizing achievements, and maintaining a safe workplace can help build a culture where workers want to stay.
Safety meetings should be more than a formality. They should be a space where workers feel heard and involved in decisions that affect their well-being. Simple gestures like celebrating project milestones or recognizing a worker’s contribution can go a long way.
In short, a positive culture keeps your current team happy and makes your company more attractive to potential hires.
Practice Clear Communication and Feedback
When workers understand what’s expected of them and where they stand, they’re more likely to stay put. Clear communication fosters trust, and trust is important in an industry where safety and teamwork are everything.
Through regular feedback sessions, workers can learn what they’re getting right and how they can improve. However, feedback does not have to be just one way. Prompting workers to voice their thoughts and issues can also surface small annoyances before they become large gaps.
A simple quarterly survey or an open-door policy can also make workers feel their voices are valued. When employees feel heard and understood, they’re less likely to look for that appreciation elsewhere.
Work-Life Balance and Flexibility
In an industry notorious for long hours and tight deadlines, work-life balance may feel like a luxury. However, it is increasingly a consideration in the retention of skilled employees. Burnout is real, and employees who feel overworked are more likely to quit— even to take a job that pays less but has better hours.
Offering flexible shifts or predictable schedules is one way to incentivize this type of schedule. Consider rotating schedules and introducing paid mental health days to stave off burnout. You’ll be surprised how a little tweak in approach to project management can create a massive difference in the attitude of the workforce towards work.
In Conclusion
Holding onto talent is not about getting some major piece of it right — it’s about getting a ton of little pieces of it right. Put resources for the long term by providing training, competitive pay, a positive culture, and opening lines of clear communication to build a skilled and loyal team. When employees believe their employer is committed to their growth, safety, and well-being, they’re much more likely to stick around for the long term.
