Masonry Magazine October 1993 Page. 24
EMPLOYEE RETENTION
Construction employers cite poor industry image, lack of effective career development programs, lack of participatory management and poor jobsite conditions as major employee retention barriers.
A group of fourteen construction employers, representing specialty subcontractors, general contractors and design professionals, recently participated in a one day workshop devoted to identifying barriers to employee retention in the construction industry. According to the Construction Industry Workforce Foundation, sponsors of the workshop, poor industry image, lack of effective career development programs, lack of participatory management, and poor jobsite conditions were cited as general employee retention barriers.
The goal of the workshop was to identify what construction employers perceived as the most common barriers to employee retention in the industry and share possible company and industry solutions to these problems. Roger Liska, head and professor of the Department of Construction Science and Management at Clemson University in Clemson, South Carolina, designed the program and facilitated the group discussions.
Split into three groups, the participants were first asked to identify a comprehensive list of barriers to employee retention throughout the industry and then identify two lists of what they considered to be the top four or five barriers from their list. The first was a list of general barriers, and the second was a list of barriers specific to women and minorities in the industry. Most of the barriers listed by each group fit four broad topic areas. For each of these areas, the entire group then proposed what specific issues needed to be addressed, and who could affect the changes:
Poor industry image-Individuals, companies and the industry have to correct the problems which generate negative stereotypes of the industry, while communicating the positive aspects.
Lack of effective career development-Companies need to develop better vertical and lateral career development programs. The most important issues to address include: compensation (wages/benefits), continuing education/training (including orientation training), job security, and selection/hiring practices.
Lack of participatory management-Companies need to involve all employees in the decision-making.
Continued on Page 40
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24 MASONRY-SEPTEMBER/OCTOBER, 1993