A team of architects collaborates on a building project with construction tools nearby hinting at the work ahead
by AMC Services AMC Services

Mastering Onboarding

A team of architects collaborates on a building project with construction tools nearby hinting at the work ahead
nateemee/123rf

Imagine starting your first day at a construction company with high hopes and enthusiasm, only to find yourself lost, untrained and unwelcomed. You’re handed a pile of paperwork, but given no guidance on how to complete it or what your role truly entails. You haven’t been introduced to anyone and when you ask questions, the responses are curt and unhelpful. Frustration builds as days turn into weeks and before the month is out, you decide to leave. This scenario isn’t just a personal setback, it’s a significant financial loss for the company, damaging its reputation and morale.

This story underscores the critical importance of proper onboarding in the construction industry. Effective onboarding isn’t just about introducing new hires to their roles, it’s about integrating them into the company culture, ensuring they understand their responsibilities and helping them build essential connections. At AMC Services, we believe that mastering onboarding is vital for the success of construction companies in Saskatchewan. Let’s delve into the Four Cs of successful onboarding: Compliance, Clarification, Culture and Connection.

Compliance

At the foundational level, onboarding must ensure that new employees are fully aware of legal requirements and organizational policies relevant to the construction sector. This includes educating them about safety regulations, project protocols and compliance standards that are essential for their roles.

Inadequate compliance training can lead to serious accidents, legal issues and costly project delays. Ensuring that all new hires understand these regulations protects the company and fosters a culture of safety. For instance, a worker who is well-versed in safety protocols is less likely to cause or be involved in an accident, thereby reducing the risk of costly work stoppages and legal ramifications.

Clarification

Beyond compliance, effective onboarding clarifies job responsibilities and expectations. New hires should have a clear understanding of their specific tasks, project objectives and performance metrics. This alignment is crucial for productivity and job satisfaction.

Without proper clarification, new employees can feel overwhelmed and confused about their roles, leading to mistakes and decreased productivity.

Without proper clarification, new employees can feel overwhelmed and confused about their roles, leading to mistakes and decreased productivity. For example, if a new project manager isn’t given a clear outline of their responsibilities, they may fail to meet deadlines or manage resources efficiently, impacting the entire project’s success. By clearly outlining job duties and expectations, companies can ensure that new hires are ready to contribute effectively from Day 1.

Culture

Central to successful onboarding is immersing new employees in the organizational culture. This encompasses both formal aspects, such as company values and mission statements, and informal norms prevalent within the workplace environment.

A strong cultural fit enhances employee engagement and retention. When new hires understand and align with the company’s values, they are more likely to feel a sense of belonging and commitment. For instance, a company that values teamwork and collaboration should introduce new employees to these principles during onboarding, fostering a supportive and cohesive work environment.

Connection

Finally, onboarding emphasizes the importance of establishing interpersonal relationships and information networks essential for success in the construction sector. Encouraging new hires to build connections with colleagues, supervisors and key stakeholders enables them to access support, resources and knowledge critical for their professional development and project performance.

Illustration of architect and engineer working on construction site
credevlop/123rf

Lack of connection can leave new employees feeling isolated and unsupported, which can lead to early turnover. For example, if a new engineer isn’t introduced to their team or doesn’t have a mentor, they might struggle to integrate and perform their duties effectively. Building these connections from the start helps new hires feel valued and supported, leading to higher job satisfaction and retention rates.

The cost of ineffective onboarding

Ineffective onboarding has substantial costs. High turnover rates due to poor onboarding lead to increased recruitment and training expenses. The constant churn of employees disrupts project timelines and lowers team morale. Furthermore, the company’s reputation can suffer, making it more difficult to attract top talent.

A study by the Society for Human Resource Management found that organizations with a standard onboarding process experience 50 per cent greater new hire productivity. Additionally, employees who went through a structured onboarding program were 58 per cent more likely to be with the organization after three years. These statistics highlight the tangible benefits of investing in a comprehensive onboarding program.

Embracing a culture of onboarding excellence

Effective onboarding is not a one-time event, but an ongoing process requiring commitment from all levels of the organization. By investing in a comprehensive onboarding program, construction companies can lay a solid foundation for success, ensuring a safe, productive and engaged workforce. This, in turn, leads to improved project outcomes, enhanced customer satisfaction and a competitive edge in the industry.

At AMC Services, we bring over 30 years of construction-specific onboarding expertise to help you do it right the first time. Our easy-to-implement assessments, focus groups, and strategic solutions are designed to identify barriers and opportunities, ensuring that your team is equipped to excel from Day 1. By embracing effective onboarding practices, you’ll attract and retain top talent, foster a culture of safety and quality, and drive long-term growth and success.

Invest in your new hires with a robust onboarding program and watch as they transform into dedicated, productive team members who contribute to your company’s success. At AMC Services, we’re here to guide you through every step of the onboarding process, ensuring your construction company thrives in Saskatchewan’s dynamic industry landscape.

Portrait of a smiling mature woman in a hardhat on construction site
by Association of Equipment Manufacturers Association of Equipment Manufacturers

Culture in Construction

Why it matters and how to make it better

Portrait of a smiling mature woman in a hardhat on construction site
Portrait of a smiling mature woman in a hardhat on construction site

There is a labour shortage in the construction industry – and it’s not exactly breaking news. Headlines declare that “nobody wants to work anymore,” but is this explanation really at the root of what’s a longstanding, industry-wide issue?

Amid the “Great Resignation,” as Baby Boomers retire and Gen Z workers reject the long hours of the construction industry, it’s more important than ever to examine the causes of this unprecedented labour shortage and explore potential solutions. Numerous companies are feeling the pressure, especially in the skilled trades, and many have not yet been able to solve their workforce woes. After increasing pay and flexibility with little to no results, a lot of companies find themselves asking, “Is our company culture to blame?”

During an education session titled “Culture in Construction – Is It Really That Bad?” at CONEXPO-CON/AGG 2023, speaker and construction industry advocate Wally Adamchik walked through the reasons why the answer to that question is both yes and no.

The good news is that industry-wide survey results indicate the construction industry’s culture issue may not be so bad, according to the 2019 People in Construction Report, says Adamchik. In fact, 83 per cent of people say that they would reapply for their current position and 73 per cent of people say that they are happy at work.

However, these results are not good enough to sustain successful growth and project execution, according to Adamchik. In addition, there is a significant divide between project management in the office and field supervision on the job site. In the office, 81 per cent of employees say that they have a close friend at work; in the field, only 50 per cent of employees share that sentiment. On top of that, 75 per cent of office workers feel that they can maintain a reasonable work-life balance, while again only 50 per cent of field employees feel that they can maintain a reasonable work-life balance.

Rather than list off more statistics about the industry’s labour shortage, many leaders want information about creating a more long-lasting and motivated labour force. There are several concrete actions that can be taken to improve company culture and keep workers happy, and companies should act now to avoid losing more of their employees. The labour shortage isn’t exclusive to the construction industry, and these actions can be implemented in any workplace. Even organizations with good company culture can implement some of these changes to elevate employee experience:

Standards and values. Approximately 90 per cent of survey respondents agreed that ignoring the core values of their workplace would get them into trouble. This shows that workplace values still matter, and the most visible way to manifest this is to enforce standards across the board. There should be no double standard when it comes to values. Employees will take standards and values more seriously when they are a part of company culture, and see leadership being held accountable to the same standards as employees.

There are several concrete actions that can be taken to improve company culture and keep workers happy, and companies should act now to avoid losing more of their employees.

Creating lasting change. Three quarters of senior leadership (those who are supposed to be spearheading change in the workplace) say that their efforts fall short. Change requires organizational capacity and requires a significant personal investment from leaders. Creating a path for change with concrete steps to follow along the way will help companies maintain organization and encourage both employees and leadership to follow through.

Encouraging and participating in employee recognition. There are a multitude of opportunities to tell employees how much they are appreciated. Chances are that on a daily basis, there are numerous opportunities to give positive and relationship-building recognition. Companies that regularly participate in positive recognition are more likely to attract and retain loyal employees.

Amping up one’s referral program. About 84 per cent of employees surveyed say that they would recommend their workplace to a friend (but don’t). Furthermore, 83 per cent of employees say that they would reapply for their current position if given the chance. There are also several ways to increase the effectiveness of a referral program, including using an easy-to-use option, offering a mixture of incentives, announcing or re-announcing the program, and recognizing current employees for referring candidates.

Bridging the gap between teams and departments. In construction, there are several discrepancies between survey answers from field and office staff members that could be corrected with a little work. For example, creating teambuilding opportunities for one’s entire staff on a monthly or quarterly basis can go a long way toward building camaraderie.

While there are several improvements that would benefit the construction industry’s culture, and company culture in general, the survey results show that the situation may not be as bad as advertised. There are several actions that employers can take to improve company culture, from enforcing values to bringing employees together. Even small actions make a big difference, and there is no better time to start than now!