Skill training continues to be in high demand for all levels of the construction industry. With fewer vocational schools, technical colleges that include construction based skills (i.e. carpentry, welding, masonry, electrical, etc.,) and even fewer “shop” classes for middle school and high school students, it is even more crucial that contractors address training their workers on the needed skills of their company.
Listen in as Brad goes through the importance of skills training for your construction firm!
[TRANSCRIPT]
If there was a greater need for skill training in the construction industry it is today. This is not earth shaking news for most contractors and construction leaders but it should be noted that this need is in fact, much greater than in years past and doesn’t appear to be fading away anytime soon.
The 7 Steps to Worker Retention series of podcasts looks at seven steps or efforts that contractors must incorporate into their future strategies or risk losing everything that they have built. The steps are:
Step #1 – “On-Boarding”
Step #2 – The 90-Day Plan
Step #3 – Skill Training
Step #4 – Coaching & Mentoring
Step #5 – Engagement/Participation
Step #6 – Responsibility Enhancement
Step #7 – Performance Review
As I’ve noted in previous podcasts, not every contractor excels at each of the steps but at some point they realize that all seven of the steps are critical to any serious attempt to retain workers. While approaching the seven steps in the order presented here is recommended, I’ve seen contractors approach a later step in my list and address it earlier. There’s no perfect order to follow but rest assured, if you don’t strive to integrate each of the seven you will begin to see a fall-off from strong employee loyalty and performance.
This article’s focus is on Skill Training. With fewer vocational schools, technical colleges that include construction based skills (i.e. carpentry, welding, masonry, electrical, etc.,) and even fewer “shop” classes for middle school and high school students, it is even more crucial that contractors address training their workers on the needed skills of their company.
As one good friend and client of mine informed me several years ago, “Brad, if I didn’t start my own apprenticeship program for workers I would be out of masons in less than 3-5 years.” For some contractors, assertively training on needed job skills may be the only thing that prevents them from locking the doors and shutting down.
Why is there so little actual skill training completed by contractors? Good question. Consider a few of the reasons I’ve observed over the years.
- First, the owner just isn’t overly committed to training;
- Most contractors would rather hire the experienced worker
- Contractors are better “doers” not trainers
- Contractors are not prepared to train
- It’s just not been a priority of past generation of owners
- “My dad and grand-dad never trained
- Contractors do not know how to train
Skill Training comes in many forms and “flavors” including:
- On-the-Job Training (OJT)
- Personal Coaching
- Class Training
- DVD Training
- Webinar Training
- Self-Paced with Workbook Training
While any training approach that works is good with me, I know that most construction workers need training that allows for communication, back-and-forth discussions, and as much hands-on practice as possible.
Now, what sort of training should be conducted with construction workers? Remember, our focus here is to position Skill Training as a tool for retaining workers. Let’ share a slogan that I have shared before and that certainly fits our topic today.
“If you think education is expensive, try ignorance!”
Ouch! Boy is this slogan true and just as applicable today as it has ever been in the past. In fact, with so many of constructions past education outlets now no longer available the cost for hiring ignorant workers has never been higher.
So, let’s take a stab at the training that might be completed for construction workers. Let me very clearly share an exhaustive list of training topics that should be presented to three different groups of construction workers.
First I’ll address the Front Line Employee or Laborer; Second, I’ll address the Supervisory and Management level of our workforce; Thirdly, I’ll address the Senior Leaders and Owners of a company.
Let me remind you that this is an exhaustive list so you may want to back up and listen again. Also, you may also want to write my suggestions for training topics to share with your other leaders in forming your training strategy.
Now, let’s turn our ears to what training is recommended for Front Line Workers and Laborers.
Group I. Front Line Employees/Laborers
- Basic task and process of work
- Safety for personal and team success
- Tools, equipment, computer, “tablet,” etc.
- Communication skills
- Teamwork and teambuilding skills
- Customer service skills for office or field workers
- Team problem solving skills
- Listening skills
- How to make decisions
- How to ask questions
- How to receive feedback
Group II. Supervisor & Management Leaders
- Communication, Presentation, & Facilitation skills
- Leadership skills
- Building teamwork
- How to motivate workers without manipulation
- Planning, pre-planning skills
- Scheduling and daily “huddles”
- Business development skills for “non-BD” leaders
- Construction math and financial reports
- Managing time and energy
- Coaching and counseling skills
- Dealing with difficult people
- Negotiation skills
- Resource management skills
- Problem solving and strategic decision making
- Networking with other construction leaders
- Leadership for safety, quality, and continuous improvement
Group III. Senior Leaders & Owners
- Professional image skills & techniques
- Strategic planning and growth opportunities
- Presentation and facilitation skills
- Listening without arguing skills
- Building and maintaining teamwork
- Financial management & reporting
- Business development skills
- Market research and interpretation
- Client retention and relationships
- Supplier and vendor relationships
- Community affairs and public relations
- Investment opportunities and money management
- Risk management including insurance, injury prevention, and crisis management
- Employee involvement and incentive programs
The training topics listed for each of the three groups are not limited to the topics found here, but I think you get the idea of the impact that training can have on any of the three levels.
It’s important for contractors to recognize that providing education opportunities, training classes, and personal development for all levels of the workforce can directly impact the retention of workers. Simply put, “Thoroughbred” workers, that is, those workers who exhibit great attitudes and work ethic, tend to remain longer with employers who will invest in them personally and professionally.
On occasion, I’ve personally been challenged by contractors, especially at national conferences where the contractor can call me out in front of hundreds of fellow contractors. They will yell out at me something like,
“Brad, I used to be positive about training my workers but I got tired of training them and then they quit me and take that new skill or knowledge and go to work for my competitor.”
Well, to be honest with you, I too have experienced this reality before and it smarts pretty bad. However, what are our options as contractors? To train and risk a few employees who might take their “goods” and go right across the street to our competitor OR not to train any worker and risk having consistently poor quality and productivity? Honestly, I’d rather take my chances with training my workers.
Skills Training not only raises the contractor’s performance results, it also creates greater morale among the workers as it reinforces a learning environment. Most workers, at least the type that more of us want as our employees, are more committed and motivated to work for a contractor who is willing to invest in their own professional and personal development. That’s who will remain with your organization longer!
Finally, Skills Training should not be just done without a plan. Contractors need to spend a bit of extra time focused on where they want to see their workers achieve in terms of expertise, skill proficiency, etc.
Here’s a final thought about raising the effectiveness of Skills Training.
- Have a 3-5 Year Training Strategic Initiative
- Focus on Safety, Job Skills, Team Skills, and Lean Construction Processes
- Create a Training “College” of Topics and a Training Schedule
- Monitor Training Programs Results
- Work with Workers to Create Learning Goals
- Make Training Part of Employee Reviews
- Commit to 20-30 Hours of Employee Training per Year
- Engage All Training Outlets (Conferences, In-House, DVD, Coaching, Mentoring, etc.)
There are few secrets to really conducting effective training for people. Again, I have found that for many contractors it isn’t a matter of being able to train and educate workers but rather, it appears to be more about not seeing the long-term value or benefit to training.
If ignorance is more expensive than education…count me in for providing more educational opportunities for my workers. And in the process…I may just keep more of my workers…longer!
Go Train!
