Want to attract the new generation to your construction company? Here are 5 tips to get you started!

Who are millennials?

There are a few different definitions of ‘millennials’ floating around. Defining vaguely, a millennial is a person born between 1980 and 2000. The oldest millennial would be aged 39, and the youngest, 19, as of 2019. It doesn’t take a rocket-scientist to figure out that they are going to dominate the job market within the next few years. So love them or hate them, you can’t ignore them. Whether big or small, it is in businesses’ best interest to change with the times before it’s too late. Afterall, no one would want to be thrown out of the rat race!

What makes millennials a unique generation

Millennials grew up in the 90s and early 2000s. Most of them lived in a world where the internet wasn’t so readily available, and witnessed it evolve into something so important, it could almost be the sixth element. Today, everyone wields a smartphone powerful enough to navigate a spacecraft to the moon. But millennials are the only generation that knows how to survive with, as well as without it.This very fact makes them invaluable to the construction industry, where traditional skills confluence with modern techniques.

Managing millennials

Managing millennials is very different from managing their preceding generation, as they have different expectations from their workplace. For one, the value they place on job satisfaction is almost equal to that on their salary. As employees, they look for more than just a good salary and benefits. They enjoy working in environments where they feel nurtured and safe. Here are a few things you can start doing to make your workplace and work culture more attractive to them:

1. Appreciation

Three words- Show. Your. Appreciation. No one expects you to throw a party every week. However, even small gestures go a long way. Complimenting your crew for beautifully finished woodwork, or giving a shoutout after your electrician finishes his job in a timely manner would contribute toward keeping your workforce happy and motivated.

2. The Whys

This is a generation that isn’t afraid of authority. Asking them to do something “because I say so” is a big no-no, and it will only keep them at your organization for so long. They need to understand why a project is important, and how big is the difference that they are making.

3. Ownership

Rather than micromanaging your workforce, empower them. For example, you don’t have to constantly breathe over your carpenters’ neck to see if they are making every cut perfectly.. Instead, monitor their progress and check in periodically. Millennials like owning projects, and making a measurable impact.

4. Feedback

Get into a habit of giving feedback early and often. Rather than acting like someone who is above them, be accessible and transparent. Constructive criticism delivered in the right manner will not only help them grow as a person, but also help your organization. Millennials aspire to become masters in their trades, just like their previous generations. They will definitely respond to feedback and lessons with a strong desire to improve.

5. Importance

Regardless of their job title. It’s always a good idea to make your employees feel respected and important. Having your company’s name on the badge is not enough. Make them feel like they are a crucial part of your organization. Here are some ways in which you can do this:

• Back them up in front of clients
• Make time for them
• Listen to the ideas that they bring to the table
• Contribute to their learning: give them feedback about how their ideas can be implemented, or why they can not be implemented
• Give them more responsibility over time
• Create and reinforce a strong and well-defined company culture

As more genXers retire over time, more and more millennials replace them. Unlike the majority of genXers who typically spent most of their lives working for a single company, millennials are not afraid to switch employers, seeking more growth opportunities and better work conditions. They have different expectations from their workplace and if you don’t cater to them, you are likely to lose your best employees. Worse yet, you might lose them to your competitors. In conclusion, besides treating your customers with respect and running a good business, you also need to value your employees if you want your best talent to stick around.

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