13 Ways to Manage and Motivate Young Employees in the Construction Industry
Managing the younger generation in a construction workplace is one of the most challenging tasks managers have. The main issue is that most young employees have high expectations but low motivation. Albeit very helpful in keeping the construction process smooth, project management tools can only guide the young workers. As part of the management, it’s your responsibility to keep them motivated and focused, whether they work on the site or in the office.
In addition to that, generation gaps are another main problem, and they come with a multitude of complications. The best construction management software is essential in keeping track of building projects and the crew working on them, but the human touch is also vital in the success of construction projects. With the disparity in age, background, and mindset, a difference in opinion will lead to bigger disputes and conflicts. However, as the experienced and mature person in the situation, people in management have to set their anger aside and guide the employees, showing them the ropes and understanding the industry better.
Labor Shortage in Construction
One of the construction industry’s major problems today is labor shortage. For some time now, Baby Boomers have made up the industry’s workforce but are now starting to hit retirement age. Although the obvious solution is to have millennials and Gen Zs fill in the gap, they are unfortunately not keen on looking for a career. In 2017, out of 11,181 total workers, the under-25 age group was only represented by 816, according to the Bureau of Labor Statistics.
Getting the Youth Interested in Construction
Managing them may be challenging but getting them in the field is tougher. As they are the only answer to the growing problems, they have to find the appeal in working in construction. That’s where people with higher positions come in. To make a career in construction appealing to millennials and Gen Zs, the industry must go through some changes that cater to the younger generation’s needs and likes.
Mainly, stereotypes must be broken. The idea that construction doesn’t pay well, that it’s for the uneducated, or that it isn’t fulling must be stopped to get the younger generation excited about a career here.
In line with this is the need for diversity. A prevailing thought in construction is that it’s an industry exclusively for males, who make 90% of the industry’s workforce. Because today’s generation is more socially alert, it would be wise to squash that concept and spread equality in the workplace. If this is successfully done, construction employment rates will spike, owing to it to both males and females of the generation.
13 Ways to Manage and Motivate Young Employees
If you are a contractor with younger subcontractors in your team or a project manager working with younger crew members, it can be a struggle to bridge the gap. While it may be difficult, it is not impossible. Hundreds of bosses have successfully shaped their young workers to valuable crew members, plus creating loyalty on both ends.
- Set expectations
Many Gen Z and Millennial employees claim that formal education did not prepare them for some workplace realities, like effective time management and working long hours. So, from the get-go, set clear expectations for them. If they are informed of these, they can prepare themselves and avoid conflicts.
2. Give them attention
Although they have trained a lot during their apprenticeships, it’s quite different when they’re on-site as an employee. That’s why they still expect a bit of attention from their managers. Spending a few minutes checking up on them, giving them advice, and praising them for a job well done will help improve their skills and create a better bond between you two. An efficient builder schedule will help make sure that you spend enough time will all the new employees.
3. Provide collaboration opportunities
One way to bridge the gap between the two generations is through collaboration. Putting millennials or Gen Zs in teams with older folks can create a good dialogue which both parties can learn from. The younger generation can learn from the older’s experiences; the older generation can better understand today’s world needs.
Also, working in teams is an excellent way for millennials and Gen Zs to share their thoughts and ideas in a smaller group. Once they get comfortable opening up to their team, they can maybe move up to voice their opinions on a larger scale, the entire company, for example.
4. Be open and communicate.
In any field, communication and openness are vital for a good working relationship, especially between superiors and subordinates. They must both be able to understand each other’s concerns and convey their own opinions and concerns.
5. Fill the experience gap.
Most managers are reluctant to give more challenging responsibilities to the new young members of the crew, which is understandable given their lack of experience. However, they will get better at their job only through that, experience. This means having to trust them with more significant tasks.
Yes, newbies are nervous and scared to work, especially in a new environment. But there is also a part of them that wants hands-on work to gain experience and feel like a team’s valued member. With a good structure from a project management software, you can easily supervise them if you’re still feeling anxious.
6. Be more than a boss, be a mentor.
Being a boss in construction means more than just commanding your crew or using construction schedule software to track the project. It means having to lead, teach, mentor, guide, advise, and develop, which young employees need. As newcomers, young members of the crew don’t have much experience under their belt. So, principal contractors and project managers must be understanding to show them the ropes and also let them learn on their own.
7. Differentiate coworkers from friends
Having friendships in a workplace is a very positive thing, especially in a high-risk field like construction. However, young workers tend to view their colleagues as friends more than coworkers, which can get overly personal or even inappropriate. These relationships may be a distraction to them, leaving them incompetent to work.
Moreover, they can also pose more problems when promotions join the equation, where friends manage friends. The manager will either be too lenient with their friends, or the subordinates will see them in a negative light and purposefully defy them.
8. Highlight professionalism
A bond between employer and employee is indeed essential for a healthy work environment. But as with the aforementioned personal relationships, young employees may take it too far. They may view the boss’s pleasant demeanor as a sign that they can be lax with their jobs. Employers must draw the line.
Moreover, managers have the duty of teaching the young ones how to conduct themselves in a workplace, particularly ones on the business side of things. How to participate or lead a conference call, write a meeting agenda, or manage a project are some of the things managers might need to teach.
9. Educate them on benefits
Good managers don’t see their staff as mere workers who do the job. They should care enough to educate their crew about their benefits, especially young ones who usually lack knowledge in this area. They can set some time aside to inform new employees of some essential benefits and services that include:
● How health and dental insurance works;
● What employee assistance programs offer;
● What a 401K is and how much to contribute; and
● Financial planning, like saving for a house or paying off student loans.
10. Regulate their workload
You can expect young crew members with minimal experience to do the same work as professionals. Young workers are excited to take on responsibilities and don’t know their limits yet. Be that as it may, they know they lack experience and are afraid of being trusted with big tasks. So, it’s up to you to monitor their workload. Start them off with small tasks, then when they get comfortable and gain knowledge and experience, they can work their wait up to larger projects.
11. Introduce them to clear and defined career paths
When today’s generation enters the workforce, their target is advancement. With this in mind, they want to know their options and work towards their goal, career-wise. The same tactics used on older generations may not work today, telling them to accept growth in good faith. Instead, they want a detailed plan of where they can go. Take time to clearly define the skills and requirements needed for a job or what job suits their skills, capabilities, and knowledge.
12. Provide structure and organization
The younger and newer employees can’t navigate through their job alone. While on their journey to professionalism, guide them with a stable work structure: set specific due dates, create agendas for meetings, regulate work hours, regularly assess progress. These can ensure a successful stay under you.
13. Provide constant feedback
Regularly supplying them with feedback is one of the keys to ensuring their progress professionally. Young workers not only need it, but they appreciate constant feedback to help them navigate and grow with their duties and responsibilities. Aside from constructive criticism, praise and affirmation will encourage them to continue or do better.
