The acoustic and drywall industry faces ongoing challenges, including skilled labor shortages, high turnover rates and an aging workforce. To address these issues, investing in workforce engagement, recruitment, health and safety programs and career development is essential for long-term success.
A skilled workforce is key to growth and innovation. Training programs, apprenticeships and certifications improve proficiency and ensure industry standards. Hands-on learning, emerging technology and knowledge-sharing boost a company’s reputation and drive innovation.
To address workforce shortages, recruiting from colleges, junior colleges and high school trade programs is vital. Partnerships with trade schools and community colleges connect companies with students interested in construction careers. Internships, on-campus recruitment, scholarships and high school trade programs help attract young talent. Job shadowing and guest lectures inspire the next generation.
Collaborating with educators to create industry-specific curricula, hosting career fairs, and offering mentorship programs enhance student-employer connections. Paid apprenticeships and part-time jobs ease new workers’ transitions.
A strong company culture focused on safety and support is crucial for retention. Safety protocols, teamwork and transparent communication foster a positive environment. Recognizing achievements, addressing concerns and maintaining open-door policies make employees feel valued and secure.
John W. Hower, director of employee and organizational development at CDM Service Group, delves into the importance of employee development and its effect on retention. He emphasizes the need for building strong relationships, ensuring employees feel understood and supported in their career development.
Competitive compensation and benefits are essential for attracting and retaining top talent. Health insurance, retirement plans, paid time off and performance-based incentives are vital, along with flexible work arrangements and mental health resources that support overall employee well-being.
Opportunities for career growth are critical to keeping employees engaged. Offering clear career pathways, leadership training, and mentorship programs fosters internal mobility and promotes long-term commitment. Encouraging professional certifications and continuous learning ensures that employees stay up to date with industry advancements.
The way companies manage relationships, resolve conflicts and handle challenges is also a crucial aspect of workplace culture. Chris Lewis, JD, a construction litigation attorney, shares insights into addressing potential conflicts proactively, fostering open communication and prioritizing fairness to maintain strong, lasting relationships and a positive work environment.
Authors Rachel Conn and Andrea Chavez, attorneys in Los Angeles who specialize in occupational, safety and health compliance and litigation, review how collaboration among key departments and construction employers can help develop a comprehensive and practical workplace violence prevention program that enhances worker safety and ensures regulatory compliance.
By investing in training, creating a healthy and safe workplace culture and facilitating career advancement, companies can build a dedicated, skilled workforce that drives efficiency, innovation and long-term profitability.
As this is my last President’s Message in the magazine, I wanted to say thank you to AWCI, its members, volunteers and supporters, for the opportunity to serve.
All of our accomplishments are a testament to the hard work and collaboration of our members. I am immensely proud of the value AWCI continues to bring to our community. As we look to the future, AWCI will continue to be strong with Jeff Dreisewerd taking the reins as president on July 1.
