An Industry Wide Dilemma: Navigating a Workforce Shortage

In construction management, one of the most pressing challenges we face today is the scarcity of skilled labor. The construction industry is hard, with high physical labor demands and long days and/or nights outside in the elements. In the 27 years of my career in civil construction, I have experienced just about everything in this industry while setting grades for scrapers, clearing blue tops for finish blades, underground utilities, finishing concrete curbs and flatwork, or asphalt paving.  

Traditionally, the promise of competitive pay and comprehensive benefits has been a potent motivator for workers to join the industry. However, we've observed a notable shift in attitudes towards employment incentives in recent years. Furthermore, the looming presence of AI-powered equipment raises questions about the future role of human labor in construction. In this article, we'll explore these concerns and examine strategies for attracting and retaining a robust workforce in the industry. 

The Decline of Traditional Motivators

Traditionally, the allure of competitive wages and comprehensive benefits packages served as powerful incentives for individuals to pursue careers in construction. However, in today's dynamic landscape, where the fast-food industry may pay almost as well, these incentives alone often fail to capture the interest of potential workers.

One factor contributing to this shift is the changing priorities of the modern workforce. Many individuals now prioritize work-life balance, job satisfaction, atmosphere and opportunities for growth and development over monetary compensation. Additionally, concerns surrounding job security, workplace health and safety, and the overall reputation of the construction industry have also played a role in dissuading individuals from pursuing careers in this field. 

Attracting and Retaining Talent

Considering these challenges, the construction industry must adapt and evolve to attract and retain a skilled workforce. One key strategy is to focus on enhancing the overall work experience for employees. Let’s keep them interested! This includes providing opportunities for professional development, fostering a culture of safety and inclusivity, honoring work-life balance, family time, and opportunities for problem-solving and contributing ideas and suggestions, and offering competitive compensation packages that reflect the value of skilled labor. Equipping interested individuals with the necessary skills and knowledge by investing in training and education programs can help bridge the skills gap and cultivate a pipeline of qualified workers to ensure that the construction industry remains a viable and attractive career option.

I want to continue honoring the work-life balance and family time topic for a moment. The market where I work has recently experienced less of the nomadic work force prevalent in the construction industry. 

I feel this is because workers are not looking to make work their number one priority. When I started in the industry, you were hired in the spring when the project was starting and laid off when the project was complete or the season was over. This contributed to the nomadic aspect of construction. 

The nomadic aspect will always be a part of the construction industry as one has to travel to where the work is located. However, I feel people are now more than ever willing to stay in a comfortable location and find work to suit their needs. Thus, the work-life balance must be incorporated into the industry’s thought process.

The Rise of AI

AI can and will be the viable option if the labor market cannot be bolstered adequately through some of the examples mentioned previously.

 In my career, I have seen the introduction and use of machine control in the form of sonic trackers, laser, and GPS guidance on traditional construction equipment. Given the rise in the recent years of AI, it is not hard to envision a construction world where AI opAI-operatedy machinery and self-driving trucks playsplayge role in civil construction and humans play a lesser role. This both excites me and unnerves me.

We must see AI as a recruitment tool. The up-and-coming construction workforce is tech-savvy and hungry to manage this tech.   

AI will allow the workforce to gather huge quantities of real-time data and leverage it to increase safety, quality, and production. For now, it's essential to recognize that human labor remains irreplaceable in many aspects of construction. The intricate decision-making, problem-solving abilities, and adaptability of human workers are qualities that machines cannot replicate. At least not now.  

While this technology develops, the trick is to keep the current crop of experienced workers who may not be as open to this technology engaged while the new crop comes aboard so they can impart their knowledge and experiences to the new workers who will incorporate this into the AI universe. 

Looking Ahead

The shortage of skilled labor in the construction industry presents a complex and multifaceted challenge. While traditional motivators such as pay and benefits may no longer suffice, employers need to adapt their recruitment and retention strategies to meet the evolving needs of the modern workforce. By prioritizing factors such as job satisfaction, work-life balance, and opportunities for growth and development, we can attract and retain a talented pool of workers who will drive innovation and excellence in the construction industry for years to come. Additionally, while the integration of AI-powered equipment may alter the construction landscape, human labor will continue to play a vital role in driving progress and innovation in the industry. By embracing technology while valuing human workers' unique contributions, we can navigate the challenges of the future and ensure a thriving construction industry for generations to come.