Improving employee loyalty in a construction company

As the construction industry continues to grow contractors often feel they can’t find good help or any help at all.  $1.2 Trillion is starting to pour into the economy and this issue is only going to get worse. Contractors can’t control the increase in spending, although it is a great thing. In addition, can’t control much of the lack of employees searching for jobs. But what can you control?  You can control what you already have at hand by following the below steps to improving employee loyalty for any construction company which in turn results in increased employee dedication and commitment which then leads to higher overall company performance and less employee turnover. 

Building employee loyalty in the construction industry, like any other industry, requires a combination of effective leadership, a positive work culture, and employee engagement.

Having talked with many over the years, I always find the same topics coming up. Based on these conversations, you can implement the below strategies and create a positive work environment that promotes loyalty, job satisfaction, and long-term commitment for your employees.

Provide clear communication. 

This is the most obvious but the most difficult. Construction is very fast-paced and many who get into the business don’t fully understand the impact this fast-paced career has both on their careers and personal life until they become more seasoned. A contractor needs to establish open lines of communication and needs to fully understand that employees want to feel heard and understood. Regularly communicate company goals, expectations, and progress updates. Encourage feedback and provide opportunities for employees to voice their opinions, ideas, and concerns. 

Recognize and reward your employees. 

It really stinks to wait an entire year and wait for bonus time to get a pat on the back and be told a good job, or what you’re doing wrong once a year. Contractors need to recognize and appreciate employees' contributions and achievements not once at the end of the year during bonus time, but should consider multiple times throughout the year. Implement a reward and recognition program that acknowledges their hard work and dedication. This can include monetary bonuses, promotions, public recognition, or other incentives that align with the company's budget and culture.  I truly feel all contractors need to create a different way to compensate their employees which will allow them to stand out from the crowd and have the entire industry praising them. 

Train and develop your staff. 

Invest in employee training and development programs. Offer opportunities for skill enhancement, career advancement, and personal growth. Provide access to workshops, seminars, certifications, or on-the-job training to help employees improve their skills and expand their knowledge. Contractors are usually part of trade organizations, and these organizations have networking events. This is a great time to bring some of your employees along with you to meet other industry professionals which will give them an overwhelming feeling they are a part of something really big. 

Provide and promote a work-life balance environment. 

Today’s generation value flexibility and time off more than ever.  This is a very fast-moving train, and you won’t stop it. The old days of working 60 hours for a 40-hour check are over! Promote a healthy work-life balance by implementing policies that support flexible working hours (very difficult for most jobs in construction), paid time off, and other initiatives that prioritize employee well-being. Encourage employees to take breaks, maintain a reasonable workload, and adopt an environment where personal commitments are respected.

Don’t micromanage but trust your employees. 

Trust your employees and provide them with autonomy and decision-making authority whenever possible. Empower them to take ownership of their work and contribute ideas that can improve processes or outcomes. Encourage innovation and creativity in problem-solving. Adopt a supportive workplace culture where employees feel comfortable reporting concerns or incidents without fear of retribution. Encourage teamwork and respect. 

Organize multiple social events and gatherings. 

Organize team-building activities and events that promote collaboration and a sense of belonging. This can include social outings, team-building exercises, or community service gatherings that allow employees to bond and develop relationships outside of work.  

Provide career progression opportunities. 

Offer clear career paths and advancement opportunities within the company. Provide employees with the chance to develop new skills, take on additional responsibilities, and grow professionally. Provide regular performance evaluations and provide constructive feedback to help employees understand how they can improve and advance. This also goes hand in hand with #2 above.

Improving employee loyalty for any construction company is an ongoing process that requires consistent effort and attention. The above are starting points and will vary for each company depending on size and the amount of resources available. Remember that having a goal means nothing if all involved in achieving that goal don’t have full buy-in and aren’t benefiting.

Check out our Operations Assessment page and see how Pro-Accel can help you identify areas of improvement.