How to meet employee expectations and combat the construction labor shortage

Four years after the inception of the worldwide COVID-19 pandemic, employees’ expectations of their workplaces are still drastically evolving. They now seek a greater balance between their professional and personal lives, demand more flexible work arrangements and place a high value on the purpose and growth opportunities their employers offer.

The stakes have never been higher for HR leaders to get this right. Especially business owners in the construction industry. With an increasing labor shortage, adapting to the changing dynamics in employee expectations is not just an option but a necessity. Not adapting will have profound, long-lasting impacts on businesses.

So, how shouldHR teams and business owners evolve their approaches to create an employee experience that resonates with these new-age expectations? This article will discuss everything you need to know, including how an experienced construction HR consultant can help you develop employee lifecycle processes and programs that meet the evolving needs of the current workforce and combat the labor shortage. 

How employee expectations have evolved in recent years

The events of the past few years – from the COVID-19 pandemic to the increased emphasis on equity and social justice and the entry of Gen Z into the workforce – have dramatically impacted what people want from their employer. This has made it difficult for businesses to retain employees.

For instance, having flexibility and work-life balance has quickly become the expectation. Employees now expect their employers to accommodate their needs, schedules and personal lives with greater empathy and understanding.

But that’s not all. Workers – especially younger generations like Millennials and Gen Z – are seeking more purpose, ethical alignment, positive social impact and meaningful contributions from their work. And ongoing professional growth opportunities have become a priority. Most staff now want access to training, mentorship, education stipends and clear advancement paths.

Above all, the holistic employee experience itself is now paramount. That’s why HR teams or business owners must clearly understand their workforce sentiments, motivations and values at all stages – from candidates to full-time workers.

Use these 5 strategies to adapt your HR strategy to meet employee expectations

When you understand changing employee expectations, you can craft tailored people-centric policies, programs, environments and interactions that career development, work-life balance, belonging and purpose.

Here are five vetted HR talent management approaches for adapting your HR strategy to meet the needs of your employees.

1. Understand the need for balance and flexibility

Today’s employees want more control over when and how they work. They like to integrate their work and personal lives in a way that suits them best. Plus, they want to know that their employer genuinely cares about their well-being.

Some things you can do to show your team you value them as people and employees include:

• Offering hybrid and remote work schedules for office staff.
• Giving generous and flexible vacation time and caregiver leave.
• Creating policies and programs that demonstrate empathy for employees’ lives outside of work.
• Encouraging employees to take breaks to avoid burnout and stress.
• Supporting employee well-being and mental health by offering wellness programs, counseling services and employee assistance programs.

Take a note from Jimmy Reed and David Socia, co-founders of Sidar Builders. They pay close attention to the needs of their team by keeping their mission at the forefront of everything they do. Check out their interview on “The Building Code” podcast to hear more about how they’ve established a close-knit team.

2. Promote equity, diversity and inclusion in the workplace

Employees no longer care about the pay alone. They want to work in a diverse and inclusive organization where they feel respected and valued and have equal access to opportunities and resources.

Consider implementing HR strategies that foster a culture of diversity, equity and inclusion. Methods to do so include:

• Developing thoughtful DEI programs to stop bias in hiring and promotions, transparency around pay gaps, mentorship for underrepresented groups and zero-tolerance discrimination policies.
• Promoting belonging by encouraging open dialogue on racial justice, microaggressions or unconscious bias.
• Partnering with specialized advisers or an experienced HR consultant to evolve the right strategies for your unique organizational needs.

Maranda Adams and Ashley Kuhn, co-founders of Blair Freeman, use diversity on their construction team to help combat the growing labor shortage. Tune in to their most recent episode of “The Building Code” to learn more about how they’re promoting diversity in their company.

3. Evolve with technology and innovation

Technology has swept across all sectors, and most employees don’t want to be left behind. They want to work where they get the modern skills and competencies they need to succeed in the digital age.

Therefore, regarding technology, business owners must invest in their human capital. Here are a few tips that will help you:

• Assess, identify and address any skill gaps or shortages in your workforce following the current and future needs of the organization.
• Adopt and integrate technology that enhances the employee experience, such as automating administrative tasks, streamlining workflows and using artificial intelligence.
• Provide learning opportunities, such as online courses, webinars and mentorship programs. This will enable them to acquire new tech skills and competencies.

Technology is the future. If you haven’t implemented construction project management software to improve your employee experience and your business, now’s the time. Josh Schaffer, owner of Rog & Wilco, onboarded Buildertrend to make thing easier for his team and hasn’t looked back. In this episode of “The Building Code,” Josh talks about why he implemented tech to improve his business and how training for his team made it a success.

4. Invest in your company culture

Today’s employees like a positive and engaging work environment where they feel valued, appreciated and recognized.

When people feel aligned around a shared purpose, supported by community and bonded to their team, their engagement and retention organically thrive.

Here are some ways to achieve a company culture your employees can get behind:

• Partner with a certified HR consultant to clearly define and continuously reinforce your company’s values, social mission and purpose.
• Celebrate employees’ milestones, achievements and wins tied to that central culture narrative to promote positivity and unity.
• Encourage camaraderie through communities, team building, peer recognition and mentoring.

Joe Christensen, co-owner of Cardinal Crest Homes, promotes a positive culture through having fun and celebrating event the small wins. He also puts a big emphasis on giving back to the community, which has resonated well with his team. Get more tips for how you can prioritize your company culture on this episode of “The Building Code.”

5. Lean into continuous listening and feedback loops

Employees want regular and constructive feedback from their managers and peers. They want a voice and a say in the matters that affect them and their path forward. This often makes them feel like a more integral part of the team and helps build a culture of trust and transparency.

Some tools to achieve this include:

• Encouraging and enabling employees to share their ideas, opinions and suggestions.
• Implementing feedback systems and tools, e.g., performance reviews, culture surveys and polls. Feedback should be timely, frequent, and actionable.
• Training and coaching your management team on how to effectively give and receive feedback and address any issues or concerns promptly and respectfully.
• Communicating clearly and consistently with employees. Keep them informed and updated on the organization’s goals, plans and progress.
• Using technology platforms like Zoom and Slack to communicate with the company’s teams, leadership and stakeholders.

This open, responsive and transparent communication builds trust in leadership’s commitment to their people. Construction industry leader Nick Schiffer, owner of NS Builders, Materia Millwork and Motif Media, has built a highly skilled and creative team who shares his enthusiasm for building luxury custom homes. On his episode of “The Building Code”, he shares why setting clear expectations and career goals is the real secret to hiring and keeping talented team members.

The Path Forward

The role of HR has evolved significantly over the years, and it’ll continue to do so as employee demands change. HR professionals and business owners must adapt their strategy to meet and exceed these expectations and to create a competitive advantage for their organization.

Although it requires commitment, investment, deep listening and cross-functional cooperation, the payoff – especially in the construction industry – is immense.

If you’re looking to outsource your HR function to skilled HR consultants to help you adapt your HR strategy to changing employee expectations, contact Red Clover HR to adapt your HR strategy to be innovative and nimble to meet the changing needs of a modern workforce.