JULY 2025CONSTRUCTIONTECHREVIEW.COM8IN MY OPINIONBy Todd McKeever, Construction Manager, Knife RiverIn construction management, one of the most pressing challenges we face today is the scarcity of skilled labor. The construction industry is hard, with high physical labor demands and long days and/or nights outside in the elements. In the 27 years of my career in civil construction, I have experienced just about everything in this industry while setting grades for scrapers, clearing blue tops for finish blades, underground utilities, finishing concrete curbs and flatwork, or asphalt paving. Traditionally, the promise of competitive pay and comprehensive benefits has been a potent motivator for workers to join the industry. However, we've observed a notable shift in attitudes towards employment incentives in recent years. Furthermore, the looming presence of AI-powered equipment raises questions about the future role of human labor in construction. In this article, we'll explore these concerns and examine strategies for attracting and retaining a robust workforce in the industry. The Decline of Traditional MotivatorsTraditionally, the allure of competitive wages and comprehensive benefits packages served as powerful incentives for individuals to pursue careers in construction. However, in today's dynamic landscape, where the fast-food industry may pay almost as well, these incentives alone often fail to capture the interest of potential workers.One factor contributing to this shift is the changing priorities of the modern workforce. Many individuals now prioritize work-life balance, job satisfaction, atmosphere and opportunities for growth and development over monetary compensation. Additionally, concerns surrounding job security, workplace health and safety, and the overall reputation of the construction industry have also played a role in dissuading individuals from pursuing careers in this field. Attracting and Retaining TalentConsidering these challenges, the construction industry must adapt and evolve to attract and retain a skilled workforce. One key strategy is to focus on enhancing the overall work experience for employees. Let's keep them interested! This includes providing opportunities for professional development, fostering a culture of safety and inclusivity, honoring work-life balance, family time, and opportunities for problem-solving and contributing ideas and suggestions, and offering competitive compensation packages that reflect the value of skilled labor. Equipping interested individuals with the necessary skills and knowledge by investing in training and education programs can help bridge the skills gap and cultivate a pipeline of qualified workers to ensure that the construction industry remains a viable and attractive career option.I want to continue honoring the work-life balance and family time topic for a moment. The market where I work AN INDUSTRY WIDE DILEMMA: NAVIGATING A WORKFORCE SHORTAGETodd McKeever
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