Wes Simmons looks at what companies need to be doing to attract and stimulate the next generation of construction managers.
Generation Z are the youth of today, born after the millennials and unlikely to remember a time without the internet. Used to having all the information they need at their fingertips, they are bringing this expectation with them to the workplace. But encouraging Generation Z’s interest in working in the construction industry is becoming crucial as we’re told that 19% of construction workers are set to retire within the next decade, leaving behind a huge skills shortage.
In fact, results from Construction News Barometer for Q4 2014 show that nine out of 10 construction companies claim skills or staff was their biggest concern for the 12 months ahead. I’ll be the first to admit that construction has an old-school image, but Generation Z will certainly be learning different things. As such, employers must be prepared to face recruitment challenges in an innovative way, including the approaches they take to the workplace, along with the technology they provide. For Generation Z, daily working life no longer means working the traditional 9-5, or remaining in the office and working on a desktop.
So construction companies can make sure they are attractive to Generation Z by incorporating new working policies into their business model. These include:
Flexible working: Employees who have worked for companies for at least 26 weeks are now eligible to request the right for flexible working. This will appeal to Generation Z as they will be able to select the hours that best suit their lifestyle.
BYOD (Bring Your Own Device) policy: Generation Z are accustomed to having access to the information they need, when they need it. They will have the same attitude towards project data within your company. Generation Z will expect to collaborate within your team on their own devices.
Mobile working: Generation Z see work as something to do, rather than somewhere to go. They will not be attracted at the prospect of having to return to the site each day just to enter some data. They will expect the capacity to do all the work they need, from wherever they are.
What are you doing to appeal to Generation Z?
There are other things to consider implementing to ensure your business is appealing to the next generation of UK construction workers. For instance, updating IT systems. Sounds simple and possibly a given, but construction companies need to ensure that their systems have been updated and aligned, enabling Generation Z to connect and find the information they need, wherever they are.
This new generation are never far from technology and they know how to use it most effectively, particularly through the use of apps. Free instant messaging services are a significant form of communication for newer generations – in order to make quick communication with your employees about project progress, subcontractor meetings or a general check-in, you can make use of FaceTime, Skype and WhatsApp.
Generation Z will expect to work for a company that will ensure their time is spent productively but they’ll also be looking for companies that can promise efficiency. Spending precious time on basic spreadsheet processes isn’t time effective for anybody, but specialist automating software definitely holds the answer.
Many companies will want to adopt cloud-based working. Keeping all of your data and information in one, secure place that is accessible to all those that need access will also reduce training time for employees of this generation, as that is the way they have been taught to operate in.
Generation Z and technology go hand in hand. Construction companies that are serious about recruiting the next generation and closing the looming skills shortage need to be willing to change their business model and offering, and by sharing their very modern mindset.
Wes Simmons is managing director of Eque2. A guide to operating a successful company that’s prepared the future is available a from Eque2 , download the free guide here
Thank you Mr Singh for your comments.
I’m glad some of what I had to say struck a chord with you.
Generation Z are entering the workforce and we need to recognise the impact that they will have on existing working practices.
I totally agree with the views expressed by Mr Simmons.
I made a similar suggestion to my last employer in 2004 who was involved in a Railway Double Tracking project in Malaysia.
I had suggested not only flexi working hours but also flexi working days. As an example I used the welding of rails which could not be done during the rainy season and thus the professionals and skilled workers were still required to come to office and literally waste not only their time but were also a bad influence on other office and site workers.
The offer was rejected as the HR and Finance Directors could not understand the benefits of the flexi system due to their fixed mindset on number of working hours per month as prescribed by law.
Their main objection was that the Office and On-site Monitoring Professionals were not in favor as they may have to work for longer hours during the dry season and that this may cause overtime expenditure.
I intend to advise the participants of my next public training seminar of the benefits of the flexi system.
I hope to use the ideas of Mr. Simmons and give him due credit.