3 Steps for Improving Construction Employee Engagement
There was a time when cash flow was one of the biggest challenges to companies in the construction industry. Then communication and information technology were added on the heap. In less than a generation, the skilled labor shortage emerged. Nowadays, we get to spread our stress across the additional troubles brought on by cybercrime, inflation, product unavailability, and transportation issues.
One way construction companies can take an active role and make a difference is in attracting and keeping skilled workers. There are ways to improve employee engagement, and anyone can take large or small steps toward attracting and retaining talent.
- Technology attracts talent. Tech innovations like augmented reality, mobile-enabled software tools, BIM, and VDC attract workers because they make work life easier and provide opportunities for advancement. You don’t necessarily have to add expensive tech, just be sure you are aware of all the features you’ve already invested in. As workers put the tech to work, they also need to see improvements so they’re more apt to stick with it. BIM particularly is becoming an indispensable part of construction processes and workflows. A product like PowerPack for Revit offers the following ways to motivate your employees and improve their work life:
- Do more in less time. Most employees operate under some sort of deadline.
- Speed up or automate repetitive tasks. Time-consuming repetition is the raw material behind the term “crazy busy.”
- Simplify complex processes. It’s a satisfying day when software can figure out the tough stuff and help you solve problems.
- Perform advanced quality checks. This can mitigate some of the stress on a job.
If you’re interested in saving half the time you spend with the Revit tools you already use, contact Applied Software, Graitec Group today to learn more about PowerPack for Revit.
- Training retains talent. Technology is great unless you don’t know how to properly use it. That can lead to frustration and eventually the exit door. Your staff should know how to fully and efficiently utilize all the features of your tools. Implementing tech adds a layer of complexity to a worker’s job, so it should be intuitive. Make sure workers solve problems as part of their hands-on training. This kind of progress is motivating. If you need a provider to help you map out your training needs, you’ll see a return on that investment in the form of greater adoption and efficiency.
- Preparation to face disruption reassures talent. Your company can use data from current jobs to pave the way for future jobs. Analyzing your data can help you narrow down and address things that are impacting your projects and your bottom line. Data also enables you to rearrange traditional ways of doing things so you can do more with fewer workers. Foremost, it’s critical that you identify the problem you want to solve before you bring in any new technology. The tech solution you ultimately choose should align with your business model. Balance your investment in innovation with what is required for your company to stay competitive. After implementation, keep track of whether employees are using the technology you’ve implemented. If not, address the issue and perhaps enlist more training to achieve your implementation goals.
Attracting skilled workers and improving employee engagement so you retain them are ways you can take an active role in staying competitive for the future.