Construction Business Owner, September 2007 

MEPatWORK, the online job website for construction professionals, recently polled its users, asking them to identify the best incentives an employer could offer them. Surprisingly, survey respondents chose “interesting work” as often as “full health benefits.”

Together, the two factors accounted for 41 percent of the votes (20 percent for health benefits, 21 percent for interesting work), surpassing “a fat paycheck” by five percentage points.   Although “a fat paycheck” ranked highest in responses, the survey results clearly indicate that employees are placing more emphasis on enjoyment of their work than in previous years. 

Desperately Seeking Senior Workers 

It’s easy to understand why many construction business owners seek senior-level prospects. Not only does employing a veteran of the industry improve the quality of the company’s craftsmanship and reputation, it requires less investment in training.  

However, senior-level prospects bring a bit of baggage to the interview process, as they are often accustomed to the hefty benefits package of yesterday. And for a lot of employers, offering these packages are no longer a possibility.

While the MEPatWORK survey responders were anonymous, they are most likely senior workers. That’s because most MEPatWORK users are experienced. More than 80 percent have worked in their field for more than ten years; nearly 40 percent have more than fifteen years in the industry.  

Because construction business owners often value experience over all other qualifications on a prospective employee’s resume, it’s good to know this shift in priorities among job seekers extends to the more senior among them.  

Conduct Your Own Employee Survey 

There are several ways construction employers can leverage this shift in priorities among job seekers, especially veteran prospects.  

First, every effort should be made to provide employees with access to stimulating projects. Because each employee may have a different idea of what makes a job exciting, business owners should create a culture that encourages team members to share their ideas.  

Opening up communication lines with employees is key to providing team members with a rewarding career. Employers often guess at what employees are looking for because it's easier than engaging them in a brainstorming process. Not only does surveying employees take more time, it may also, employers fear, reveal more than they want to know.

In addition to asking employees for their ideal project recommendations, employers should get their teams’ opinions on tools and processes. After all, it is often the employees who are most tapped in to the latest materials and gear, methods and practices. Providing them with such contemporary tools of the trade will not only improve the work product but also the employees’ pride in the results of their labor.

Gratitude is Contagious 

Beyond access to modern tools and stimulating projects, business owners should consider the value of communicating client gratitude to the entire team. When a customer is pleased, he typically thanks only the person with whom he’s had contact from the start, and this may not be the employee who completed the physical labor on the job. Sharing the customer’s kind words with the entire crew can go a long way in the fight to keep a senior employee satisfied with his job.  

Happiness on the job often has a lot to do with happiness off the job. We hear a lot about work life balance, and employers need to pay attention to American workers’ call for more flexibility in their schedules. Consider offering flex hours or surprise employees who have worked overtime (even if they are being paid for those extra hours) with an afternoon off.

 

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