The construction industry, like many others, is grappling with high turnover rates and the challenge of retaining skilled workers. Successful onboarding strategies can help make sure your new employees feel valued and integrated from day one.
Effective onboarding is crucial in setting the tone for new hires. It is the process that introduces new employees to the company’s culture, values and operations. When done correctly, onboarding can significantly reduce turnover and increase company culture.
But onboarding is not always used effectively in the construction industry, said Agnes Watkinson, Managing Principal at AMC Services, a Canadian company dedicated to driving organizational growth through innovative design thinking.
With more than a decade of experience in workplace planning and nearly 15 years of experience in the construction industry, Watkinson highlights the importance of a structured onboarding program. She explains, “The first year of employment is critical. It's not just about the initial training but about ensuring new hires feel part of the team and understand their role within the company.”
KEY CHALLENGES IN ONBOARDING
Leslie Dibling, Director of Organizational Development at AMC Services, has seen it all the decades she spent in the construction industry, both in the field and in management. With a brother who was electrocuted and severely injured while working in the industry, safety is always a significant concern for Dibling. “In construction, the stakes are high. Inadequate training can lead to serious accidents. We need to ensure that all new hires are thoroughly trained in safety protocols from day one.”
Watkinson and Dibling talked with CONEXPO-CON/AGG 365 about how to use observations, data and research to uncover and solve problems like ineffective onboarding that prevent companies from achieving goals.
“I just really believe there is a space for standardizing the way we onboard, the way that we do learning and development,” Watkinson shares. “These are just new practices that have never really made its way into the construction space.”
STRATEGIES FOR EFFECTIVE ONBOARDING
Develop a Standardized Onboarding Program
Creating a standardized onboarding program ensures that all new hires receive the same level of training and information, regardless of who is conducting the onboarding. This includes a comprehensive orientation that covers the company's history, values policies and safety procedures.
Watkinson emphasizes the need for standardization, “Without a standardized process, it's difficult to measure the effectiveness of your onboarding program or to identify areas for improvement. A standardized program allows you to set clear expectations and provide consistent training.”
Extend the Onboarding Period
Onboarding should not be a one-week process. It should extend over several months to ensure that new hires have the time to fully integrate and understand their role. Watkinson suggests, “Consider the first six months as part of the onboarding period. This allows new employees to gradually acclimate and gives them ample time to absorb information and ask questions.”
Watkinson further elaborates on the impact of a prolonged onboarding period, “We've seen companies that extend their onboarding process experience lower turnover rates. New employees feel more supported and confident in their roles, which translates into higher productivity and job satisfaction.”
Incorporate Safety Training
Given the high-risk nature of construction work, safety training should be a core component of the onboarding process. Dibling stresses the importance of thorough safety training, “Ensuring that new hires are well-versed in safety protocols can prevent accidents and injuries, which are not only costly but can also impact morale and productivity.”
Newly hired workers face a heightened risk of injuries and fatal accidents due to their unfamiliarity with the field or workplace. About half of all reported workplace injuries involve construction workers employed for less than a year.
Dibling shares a case study from a construction firm, “We had one client who faced significant safety issues due to inadequate training. Once we implemented a comprehensive safety training program as part of their onboarding, the number of incidents dropped by 40% within the first year. This not only improved safety but also boosted employee confidence and engagement.”
We've seen companies that extend their onboarding process experience lower turnover rates. New employees feel more supported and confident in their roles, which translates into higher productivity and job satisfaction.
Agnes Watkinson
Managing Principal, AMC Services
Use Technology and Automation
Leveraging technology can streamline the onboarding process and make it more efficient. Automation tools can help track progress, schedule training sessions, and ensure that all necessary documentation is completed. Watkinson explains, “Using technology to automate parts of the onboarding process can reduce the administrative burden and ensure that nothing falls through the cracks. It also allows you to focus more on the human aspects of onboarding, such as building relationships and fostering a positive culture.”
Dibling and Watkinson have explored the use of artificial intelligence (AI) in onboarding. Watkinson shares, “If you have someone new who is coming into your organization, you could have AI sitting in your network. This AI acts as a buddy, helping new hires find documents, training manuals, and other resources without having to repeatedly ask their supervisors.”
Focus on Company Culture
Onboarding is an opportunity to instill the company’s culture and values in new employees. This includes creating a welcoming environment where new hires feel valued and supported. Dibling notes, “Company culture is not just about having core values written on the wall. It's about living those values every day. Ensure that new hires understand and feel connected to the company culture from the start.”
Watkinson underscores this point, sharing an example of a company that faced significant online backlash due to a mismatch between their stated values and employee experiences. “They had no idea they had multiple negative reviews on sites like Glassdoor and Google. This digital trail left by dissatisfied employees severely impacted their ability to recruit new talent.”
Dibling adds, “In today's digital age, transparency is crucial. If there is a disconnect between what you say and what you do, it will be exposed online. Companies need to walk the talk to build trust and attract top talent.”
Provide Ongoing Support and Training
Onboarding should be seen as the beginning of a continuous learning and development process. Offering ongoing support and training can help employees grow in their roles and feel more engaged. Watkinson suggests, “Regular check-ins and feedback sessions can help new hires feel supported and give them a chance to voice any concerns or questions. Continuous learning opportunities also show that you are invested in their growth and development.”
Watkinson also highlights the importance of leadership development, “We've worked with companies to create leadership training programs as part of their ongoing development strategy. This not only helps in retaining talent but also prepares employees for future leadership roles, creating a robust internal pipeline.”
Dibling shares a success story, “One of our clients implemented a mentorship program as part of their ongoing training. This program paired new hires with experienced employees, providing guidance and support. The result was a noticeable increase in job satisfaction and retention rates, as new hires felt more connected and valued.”
ADDITIONAL TIPS AND ADVICE
Pre-boarding: Connecting with workers before their first day is important to show you care about their wellbeing. Try sending a welcome package that highlights the company and what to expect on the first day. Offer the opportunity to complete paperwork in advance to minimize administrative tasks on a day that should be used to introduce a new worker to the company culture and people.
Clarify Job Responsibilities and Expectations: Watkinson emphasizes the importance of setting clear expectations from the start. “New hires should know what is expected of them in their roles and how their performance will be measured. This clarity helps in reducing confusion and increasing accountability.”
Build a Buddy System: Dibling recommends implementing a buddy system where new hires are paired with more experienced employees. “A buddy system can help new employees feel more welcome and supported. It also provides them with a go-to person for questions and guidance.”
Regularly Update Onboarding Materials: Dibling advises companies to keep their onboarding materials current. “Outdated information can lead to confusion and misinformation. Regularly updating training manuals, safety procedures, and other onboarding materials ensures that new hires receive accurate and relevant information.”
MEASURING THE SUCCESS OF ONBOARDING PROGRAMS
To ensure the effectiveness of your onboarding program, it's essential to track key metrics such as employee retention rates, engagement levels and productivity. Conducting regular surveys and feedback sessions with new hires can provide valuable insights into the strengths and weaknesses of your onboarding process.
Watkinson highlights the importance of measuring success, “Data and insights are crucial in understanding how well your onboarding program is working. By tracking key metrics, you can identify areas for improvement and make data-driven decisions to enhance the onboarding experience.”
Dibling adds, “Surveys and feedback are not just about collecting data. They are an opportunity to show employees that their opinions matter and that the company is committed to continuous improvement. This can greatly enhance employee engagement and loyalty.”
In construction, the stakes are high. Inadequate training can lead to serious accidents. We need to ensure that all new hires are thoroughly trained in safety protocols from day one.
Leslie Dibling
Director of Organizational Development, AMC Services
TURNING A PLAN INTO ACTION
Improving onboarding practices is a critical step in enhancing company culture and reducing turnover in the construction industry. A positive and effective onboarding experience is essential to retain skilled workers. The overall success of a company is built on an engaged workforce.
“Onboarding is not a one-time event but a continuous process. By investing in your employees from the start and providing ongoing support, you can build a loyal, skilled and motivated workforce that drives your company forward,” Dibling explains.
Stay tuned as we explore Workforce Developments topics this summer. Your journey to a safer, more productive work environment begins here, with CONEXPO-CON/AGG 365. Be sure to subscribe to the newsletter here so you don’t miss any news.
Photo credits: AMC Services & TON PHOTOGRAPH/ISTOCKPHOTO.COM
