Your company is not like the others. Give your company a Google search and see if those differences come across. Culture shouldn’t only filter down from the top, so get your team together and come up with a refined vision, mission, and focus. Talk about your ideals as a business openly and encourage buy-in from everyone – from apprentices to senior management.

Benefits

Company benefits go a long way to making your business a place where people want to work. In the US, good healthcare and retirement contributions are a great place to start. But you can also make it specific to the industry we operate in. Setting up a five-day workweek and sticking to it is one thing that’ll set you apart from the competition. You can read more about this in my previous newsletter here. Other benefits include the ability to purchase additional PTO, flexibility, health club memberships, and more.

Perks

We’ve spoken about benefits, now’s the time to talk about the cherry on top: perks. Speak to your team to find out what would incentivise them on a daily basis. For example, team lunches, days off, onsite daycare (we’re talking about the office, not on a construction site – obviously), company-wide challenges, and game rooms for when people need a break.

Companies like Google and Adidas have people lining out the door to work for them because they have company cultures that attract the best in the business. We need to start looking at how we can use similar techniques to get people working in the construction industry, especially at an apprentice level.

If we want to truly get Gen Z to buy-in to the sector, we need to boost the company cultures of businesses in construction.

Chat next month,

Jamie