Construction is not like any other business. The multiple fragments of a construction process are industries in themselves. And the most complex of all is executing the construction itself. Onboarding a workforce and establishing a system for your construction execution is not as simple as doing it for others.
Therefore, one has to be very thoughtful when assembling their own construction workforce. Generally, the construction industry operates on the concept of intradependency. One construction organization is dependent on another construction organization for services that the former cannot provide. However, this practice does come with the possibility of risking your brand. Your revenue and branding being dependent on others is not suitable for you or your organization’s professional growth.
That is why it totally makes sense to form your own in-house construction execution. But the procedure is quite challenging, too. This article shares a guide for forming an in-house construction execution workforce for your construction business.
List Out Your Organization's Structure
It should start with you listing out your requirements. What are all the work functions your execution workforce will address? A construction workforce could address all the possibilities of construction work, but it should have its limitations too. As an initiator, you should be well-conscious of what should be the revenue sources for your organization. And then, subsequently, detailing each job and its requirements for your revenue sources.
Get a proper guide for forming an in-house construction execution workforce for your construction business.@Lune peopleimages - adobe.stock.com
Even though the construction sector is a bit disorganized, you still need to convey your branding to the workforce you intend to connect with. Working conditions in the construction industry are relatively worse compared to any other industry. With 170,000 recorded injuries and 20% of suicides being attributed to construction work plus economies post-COVID 19 making the job security all-time worst in the sector.
This signifies that employee and employer branding is more important in the construction industry than in any other industry. The construction execution workforce is mostly made up of blue-collar workers who are less uneducated and unaware of the complex technologies around them. Also, the knowledge gap between the white-collar workforce and the blue-collar workforce in the construction sector is huge. The management struggles big time to convey the process for execution, and the not-so-well-equipped workforce is hitting an all-time low on productivity. The best approach to go forward on this would be to gamify the work experience for them. Provide them incentives, which are obviously more than the basics.
- Training and upskilling
- Economic perks like life insurance and ESOPs for the project
- An environment where they are heard
- And of all, a diverse workforce that can act as a human library for learning from experiences
Prioritize Diversity and Inclusion
hearing that you must have diversity in your workforce. But have you ever wondered why it is an inevitable requirement for organizations these days?
Consider this as one good marketing, branding and sales effort in combination. The simple meaning of growth for your business is to accommodate more clients, and that includes those from diverse backgrounds. So, you will have a diverse set of revenues for your operations.
The management struggles big time to convey the process for execution, and the not-so-well-equipped workforce is hitting an all-time low on productivity.@aksonsat - adobe.stock.com
Now consider two scenarios: one organization with less diversity and one organization with a diverse workforce. Which one do you think has a better probability of acquiring clients from diverse cultures and geographies?
Diversity in the workforce will allow your organization to connect better with clients from diverse backgrounds. And this could be more true when you are in the construction sector. A person from a certain location would be well-versed in construction practices, material usage and industry standards because of his or her geography.
On the very same concept, multiple people from different geographies could bring a scope of expertise to projects from different locations.
And no one should ignore the fact that diverse minds bring diverse perspectives to the organization. Who knows, a woman taking up the tool job or a male in the people management role might bring some great results. Currently, women make up only 2% of the industry, and it is surely not benefiting the industry. Do the following to expand your diversity:
- Allow your organization a chance to experiment with talent
- Training sessions should allow innovation, discussion, and growth in hierarchy to flourish
- Nothing is fixed; keep documenting your diverse learnings
Establish Business Principles
If you cannot differentiate yourself from the existing players in the construction market, then you shouldn’t start. The what, how, and why of your organization should be very clear to you and your workforce.
- What your organization stands for
- Why clients should opt for you
- And how you are different from others
The simple meaning of growth for your business is to accommodate more clients, and that includes those from diverse backgrounds.@nimito - adobe.stock.com
- Selection and training of the labor force
- Effective communication for streamlined management
- Economic incentivization
Keeping the fundamentals right, you should also bring about a change in the system that can gravitate the market towards your organization. A change that will bring a unique value proposition to clients, either for saving their investment or providing them with an additional gain from the rest of the value providers.
One last thing to note is that your unqualified set of principles should aim for productivity, but it should be based on empathy. A system that is not just about tracking your workforce’s hours but rather a corporate responsibility where each of the stakeholders holds an incentive to perform well and do well for themselves.
