From Our Clients

"Yes, great information and great platform for implementing internal best practices proactively."

” Carrie Carr-Maina, HR Manager at Calvert Jones

"Yes, everyone needs it to help the industry as a whole."

” Cathey Athey, CEO of Precision Wall Tech

"Yes, very informative, great examples and industry related."

” Sarah Steen, HR/Education Mgr for Shapiro & Duncan, Inc.

"Yes, send your presidents and VP of operations, not HR, because HR is on board with philosophy presented."

” Doug Sams, Director of Safety & HR for Carl A. Nelson & Co.

"Yes, Thought provoking and adds value to any organization."

” Pat Dessner at Taylor Roofing

"Absolutely, especially for the owners of companies."

” JoDee Sponksler, HR Mgr at Wolf Construction

"Yes, because it is effective, eye opening, common sense with results."

” Debra Ellenberg, HR Manager at Schaus-Vorhies Construction

'How to Attract and Retain Workers for the Future' Webinar

(Set of 5 one-hour webinars on demand)

The construction industry needs a paradigm shift in the way it deals with the workforce. The industry must develop a pro-worker environment because nothing less will attract and retain the necessary workers.

The industry must understand and accept the fact that the work force is not being unreasonable. Considering factors such as income, stress, physical demands, potential growth, job security and working environment, higher wages may be needed to balance the equation. The Jobs Rated Almanac agrees with the workers, placing every construction trade in the bottom 20 percent of career opportunities. While the compensation issues can't be ignored, other issues may be more important.

A contractor told Ted, "I have a bunch of stiffs working for me." Exactly! They were bored stiff. Because the industry has had difficulty finding and retaining a sufficient number of skilled craftspeople, jobs have been dumbed down. While this works in the short term, it drives away the best workers. The industry must find ways to increase the complexity to attract the best skilled workers and achieve the resulting higher productivity and performance.

While the current recession has reduced the demand for labor, it's more important than ever to make sure contractors obtain the right labor. And the recession is over; the demand for workers will intensify again. Today the average age of construction skilled workers is 56. That means that more than half of the construction skilled workers are scheduled to retire within the next nine years, causing an enormous problem: a huge brain drain.

Based on current demographics, it's unlikely the industry can replace the number of people retiring, let alone deal with the increased demands. This is without addressing the estimated 15 to 25 percent of undocumented construction workers in the current workforce. The issues are complex because there is really a worldwide labor shortage, even in China. However, ignoring them will place your company at risk.

Webinar #1

The Problem

This module explores the facts and the impact of the current conditions facing the construction industry.

  • U.S. Bureau of Labor Statistics estimates:
  • The trends
  • Industry has an image problem
  • The facts are scary
  • Change is needed
  • An event
  • What's needed is a new attitude
  • Follow the axiom
  • What's needed?

Webinar #2

Practical Applications

This module explains the difference between the various generations. Unless people understand these differences, it will be virtually impossible to develop programs that will effectively attract and retain workers.

  • Fundamental truths about people
  • Rules for hiring employees
  • Need to understand the labor situation
  • Older than 45
  • Age 32 to 45
  • Younger than 32
  • Increased leadership
  • Management recommendations
  • Vendor assignment of trained craftspeople
  • Who's the most important person in your company?

Webinar #3

Creating High Performers

Creating high performers is an important concept because as productivity increases, the demand for workers decreases. However, equally important is the fact the high performers attract other high performers.

  • Self-evaluation
  • Why is leadership important
  • Give your leaders full authority
  • Not about abdication
  • Who's responsibility for results?
  • Effective execution
  • Benefits of asking questions
  • Final comment on execution
  • Situational leadership
  • Skills of a situational leader
  • The leader's responsibility

Webinar #4

Changes in Dealing with Workers: Part 1

This webinar provides the first half of a list of specific recommendations that the industry needs to implement to improve working conditions and the attractiveness of construction jobs. The construction industry must recognize that contractors are no longer merely competing against each other for workers. Today the construction industry is competing against all other industries for its workers. Unless it makes changes, it will lose that battle.

  • How do you empower?
  • People development
  • Continuous improvement
  • Industry's training actions
  • People development recommendations
  • Better compensation and working conditions
  • Provide incentive pay for everyone
  • Keys to an incentive plan
  • Provide an employment guarantee

Webinar #5

Changes in Dealing with Workers: Part 2

This webinar provides the second half of a list of specific recommendations that the industry needs to implement working conditions and the attractiveness of construction jobs.

  • Four-day workweek
  • Actions to improve pay and working conditions
  • Worker economic recommendations
  • Increased productivity
  • Actions to improve productivity
  • Actions to improve industry image
  • Immigration reform recommendations
  • Final thoughts
Cost: $597
Register Now

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