________________________________________________________________________________________________________________________
Well , the answer is definitely not through salary competition ! To attract workers , 72 percent of contractors increased base pay rates in 2022 and about a third boosted bonuses and benefits . This war of wages may seem the easiest way to attract and keep labor but it ’ ll likely increase rather than reduce staff attrition as workers will simply jump from one company to another in search of the highest salary .
The reasons workers are attracted to a particular company – and then choose to stay – is far more complex than what is in each month ’ s pay packet , from quality of leadership through to their sense of belonging . However , to determine what ’ s important to your people , you need to ask them . More importantly , you need to act on their responses .
This might sound simple , but it ’ s obviously not as easy as calling a meeting and asking everyone what they want . For a start , there are ten key factors that impact employee engagement , and it ’ s important to find out what your employees think and how they feel in relation to each of them .
These include : the quality of senior leadership , growth opportunities , teamwork , direct manager relationships , flexible working , empowerment , reward and recognition , wellbeing , diversity and inclusion , and organizational purpose .
Finding out what your employees think about all these fundamental elements requires the collection and interpretation of data , which can then be turned into concrete action so your organization becomes a magnetic place to work , and such a task requires engagement software that is compatible with mobile technology and has been designed to capture and analyze information from deskless workers .
Ideally , the engagement software will send regular surveys to all workers at different points in the employee lifecycle , from their onboarding period right through to their exit . It must also be capable of sending out regular ‘ pulse surveys ’, which temperature-check employee sentiment . Always short and snappy , such surveys must be easily accessible to everyone via mobile devices as well as laptops .
The outcome will be a holistic view of what is most valued by your workers , and what is and isn ’ t working . For instance , if a large section of the workforce is feeling unappreciated and taken for granted , an action plan can be put in place on how to improve this – such as the introduction of a reward and recognition initiative . Similarly , if people feel they have few opportunities for career growth , a training and development program may help to turn things around .
Ultimately , the only way construction companies are going to attract and retain new and diverse workers is to make their organization attractive to all . The culture needs to be inviting
10