How the construction industry can build a better workforce

By the time you’re reading this, another Labor Day has come and gone. There’s no denying that every summer I look forward to that sweet extra day off and a three-day weekend.

Thinking about Labor Day got me curious about how long we’ve been celebrating the “unoffcial end of summer” on the first Monday in September. It was 1894 when President Grover Cleveland signed a law establishing that day every year as a national holiday to recognize the efforts, contributions and sacrifices of workers throughout the country.

And when thinking about workers who put forth a great deal of effort to make contributions to their companies and the country – all while making their fair share of sacrifices – my mind immediately went to one group: construction workers.

Whether it’s contractors, material producers or anyone else who throws on a hard hat and laces up a pair of steel-toed boots, you’d be hard-pressed to find a harder-working bunch.

Lately, though, the construction workforce has been a topic of discussion for the wrong reason. Companies are struggling to find employees. Lack of schedule flexibility, long hours of manual labor and a negative public outlook on those who mine and process construction materials, all play roles in the lagging workforce.

While some things may never change – you can’t crush rock from your couch – there are things companies can do to attract and retain employees.

Related: Construction job openings down, labor scarcity remains

What can be done?

Many companies are already making their way into schools to spread the word about the benefits of working in construction. This is something that should continue, with young students being primary targets. The sooner kids learn the importance of construction materials in their everyday lives, the more likely they will be to consider taking up a career in the field.

Companies are also starting to take work-life balance into consideration.

While the idea of work-life balance can be misconstrued as wanting minimum work and maximum time off, more often than not that isn’t the case. Some workers simply need time to themselves or with their families to decompress and avoid burnout and other mental health issues that could affect their performance on the job.

There are plenty of other things companies can do to make their workforce culture an inviting and rewarding one. I don’t pretend to have all the answers when it comes to the industry’s labor shortage, but as someone around the same age as many prospective employees, I feel compelled to share my two cents.

For more on this topic, check out Phillip Perry’s article that further explores the idea of fostering good mental health for employees.

Featured Photo: Portable Plants Staff