The five
biggest mistakes
most companies make with regard
to workforce development and
how to solve them
By Brent Darnell
Special to the Canadian Design and Construction Report
Workforce development has reached a crisis
level. The number of projects moving forward
continues to increase, and worker demand
(labour and management) continues to
rise. That, along with the dwindling
workforce, is already negatively
impacting the industry. If we don’t
take concrete steps now, this
workforce development crisis
has the potential to cripple the
industry. There are many factors that have
created this crisis. Krantz’s job ranking
survey regularly ranks construction jobs at the
bottom. Our industry image is not good. It is
viewed as dirty and difficult. We don’t treat our
workers as well as other industries do, and we don’t
offer very many befits like paid vacation and
healthcare. We also have an issue with diversity and
inclusion. There are some very concrete mistakes commonly
made, and steps companies can take to attract and
retain the very best people:
10 – Summer 2017 — The Canadian Design and Construction Report
Mistake 1: Micromanaging
Solution: Let them control their own destiny.

If you want to attract and retain people, give them
as much autonomy as possible. Give them the
ability to set their own work schedules and work
the way that they want to work. This may be
difficult with some projects, but there is
always room to experiment. Many
companies are toying with flexible
work hours and ROWE (results
oriented work environments).

Mistake #2: No clear career
path or training opportunities
Solution: Provide a clear career path
and the training to get there.

All workers, especially young workers,
want a clear career path and the resources to
attain the skills to be able to make it happen. If your
company doesn’t have clear career paths for all
employees, and the skills training needed to travel
along those paths, this is the time to implement a
program. If you are an individual, and your company
doesn’t have this career path/training in place, let them
know that it is important to you. Get the ball rolling and
ask them to provide it. Obviously, they value training or
you wouldn’t be enrolled in this course.