Trent Cotney, CEO, Cotney Attorneys & Consultants
For many months, Americans have been hearing about the infrastructure bill. There have been questions about what would be included and what would not. Politicians argued about whether all the projects were actually related to infrastructure. And everyone wanted to know how the country would pay for everything.
The infrastructure plan has lofty goals of rebuilding the United States and preparing this nation for our future. Everyone agrees that our roads, bridges and government buildings are in need of attention and there seems to be little time to waste in completing the necessary work. According to data from S&P Global, the infrastructure plan could result in more than 880,000 jobs within the next ten years. On the surface, that seems like terrific news. But when you talk to contractors, there is another question: Where will we get the workers?
According to data from S&P Global, the infrastructure plan could result in more than 880,000 jobs within the next ten years. On the surface, that seems like terrific news. But when you talk to contractors, there is another question: Where will we get the
workers?
The infrastructure projects promise thousands and thousands of middle-class jobs, many in engineering and construction. Further, President Biden has indicated that a large number of opportunities will be union jobs and college degrees will not be required. However, according to U.S. Chamber of Commerce data from second quarter 2021, 88 percent of contractors said they could not fill the job openings they already have. And of those, 35 percent stated they had turned down jobs because of the labor shortage.
Although some employees lost their jobs during the pandemic and others chose to leave their positions for new careers, construction may not be attracting workers who are available. Even if there is interest, many of these roles require training and licensing. Unfortunately, funding for expanding apprenticeships and training programs was not included in the bipartisan legislation. So, what options do contractors have?
If you are facing labor shortages, you may be tempted to scale back and if you are also experiencing material delays, you may have no choice but to reduce the number of projects you commit to. However, if you are willing to keep taking on new work, you may need to explore new strategies for growing your workforce.
One key option is looking in-house. Are members of your staff ready to take on more? Consider them as candidates even before you post new roles. Maybe they are willing to undergo additional training in exchange for increased responsibility and compensation.
Another suggestion is to review your incentives. For example, are you in a position to offer signing bonuses? Or how about flexible schedules or increased vacation days? Perks like these may set you apart from other employers. Talk to your human resources
professional and discuss ways you can stand out from the crowd.
When you are recruiting, be sure to look at every demographic. Sometimes contractors make the mistake of hiring the same types of workers over and over. Think about the experience that older workers might bring to your crew and seek out women who are eager to make roofing a career. You never know what hidden talent you might find.
In addition, take a look at your current crew. What is the company culture like? Is there a healthy sense of camaraderie and a respect for the work you are doing? If not, see how you can improve morale. When your culture is positive, your workers will want to stay on board and they may encourage others to join you.
The human touch is critical to the construction industry, however, there are ways to work smarter and more efficiently. Research the available technology and determine how it can relieve some of the tedious tasks your workers face on a daily basis. By going
digital, you can improve the communications process between your employees and cut down on the amount of paperwork they must complete. By investing in technology – including estimating software, drones and project mapping, for example, you may be able to finish projects on schedule and on budget but with fewer crew members.
The past year or so has been challenging for everyone in roofing. Material delays and price increases have made projects more stressful and everyone is feeling it – from business owners to office personnel to the crew. It can be tempting for your workers to consider other job options, so make it beneficial for them to stay. Offer them an environment in which hard work and loyalty are appreciated and rewarded. The minute they feel taken for granted, they may jump ship for another contractor or another career altogether.
The projects promised by the infrastructure bill can be exciting for this industry. There are so many buildings that need to be constructed or renovated. Allow yourself to be enthusiastic about the possibilities and share that ambition with your employees. When they get a glimpse of what the future may hold, they may want to stay on for the ride.
Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.
Trent Cotney is Board Certified in Construction Law by the Florida Bar, an advocate for the roofing industry and FRSA General Counsel. For more information, contact the author at 866-303-5868 or go to www.cotneycl.com.
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