Workforce Development Strategies in Construction Management

Workforce Development Strategies in Construction Management

Construction management centers around completing projects efficiently and on time. 

To do that, every construction manager needs highly qualified and reliable talent. From engineers to laborers, every person’s job on the construction site is critically important. Yet, filling those positions with talented people isn’t always simplistic. A lack of talent in some areas and limited availability of workers in others can make construction management challenging.

Effective workforce development strategies can help your company achieve excellence. The focus should be on attracting, retaining, and developing skilled labor within the construction industry. That can be done through skill-boosting training programs, apprenticeships, and diversity initiatives.

Invest in employee training and professional development

Employee training is a core component of construction management. Effective training and professional development offer numerous benefits:

  • It improves organizational resilience and adaptability to changing construction industry trends and compliance requirements.
  • It boosts technological skills and digital fluency that more modern construction companies need to adopt. 
  • Professional development helps with skills like leadership, communication, and emotional intelligence, all of which facilitate better management skills.

Employee training can improve skill sets on the job, increase productivity, and improve ramp times, helping move projects forward faster and more efficiently. As noted by Boom & Bucket, there is a construction skills gap in many areas, and professional skill training within your workforce is critical to filling that gap.

Promoting diversity and inclusion

Construction management teams can fill employment gaps by creating specific strategies to increase diversity and inclusivity in the workplace. Workforce diversity adds value to companies by providing unique viewpoints and attracting new talent. 

The U.S. Chamber of Commerce notes many construction industry leaders are taking aggressive measures to implement diversity and inclusion. Increasing diversity and inclusion in the construction industry may be done through methods such as:

  • Implementing mentoring programs
  • Developing coaching and training programs that include people of more diverse backgrounds 
  • Networking within local trade schools and community high schools to attract people to the industry at a young age 
  • Providing career development strategies that offer low-cost education and support for getting into the industry
  • Utilizing focus groups to pinpoint potential areas of weakness within your organization

Offer competitive wages and benefits

While wages and benefits are often localized based on market demand, construction management teams must realize the importance of supporting their talent. To maintain talent, you must meet their needs and appreciate the work they do. 

  • Review existing wages to determine if there are gaps compared to local industry trends
  • Factor in the competition and what they are paying
  • Review benefits packages to find opportunities for adding features and resources that employees desire
  • While you must consider legal matters related to hiring, look to add competitive benefits and bonus programs that help your job stand out from the competition

Provide mentorships

Along with training within the industry, many construction companies can see remarkable improvement in their employee retention by offering mentorships and career advancement opportunities. This includes providing current employees the support they need to know they can advance within the company.

  • Put in place professional development programs
  • Educate employees about the advancement opportunities within your company and tell them what they can do to move up the ladder
  • Partner with local groups and trade schools to upskill current employees to help them continuously meet advancing needs in the industry
  • Build apprenticeships within your company to support hands-on learning
  • Communicate the importance of building relationships within your organization by fostering company-wide programs and events

Building partnerships with educational institutions

While much of the construction industry is a hands-on learning environment, technological and leadership skills are obtained through learning programs, certifications, and instructional learning within the classroom (even if that classroom is online). 

Partner with local educational institutions to build stronger skills within your team but also to create a pipeline of new talent from those schools into your company. Create pathways from education to employment within your organization, including using apprenticeships.


A well-trained and diverse workforce is essential for driving innovation and growth in construction management. As an organization, you need to look inward at what steps you can take to build up your existing team’s skills to meet the changing workforce demands. At the same time, you need a team to partner with to bring top talent to your company and support growth within the industry.

Let MRINetwork guide you

Employing top talent can be daunting. However, you don’t need to face this process alone—an expert partner will help you navigate the complexities of hiring and ensure you optimize your workplace development strategy. 

Count on MRINetwork to support your team’s growth and construction management success. Contact us today to learn how we can partner with you to develop a strong workforce.