How can a Construction Manager encourage employee engagement?

The importance of communication in a construction project can’t be overemphasised. Several critical issues hinge on the presence of a clear communication plan to include safety during construction, fire hazards, environmental issues etc. Develop a communication plan at the outset itself. Define channels, frequency & methods. Conduct daily stand-ups which brings the voice of the members to the leader. Use mobile IM/ apps for real time communication. Above all, the leader must be approachable at all times.

A Construction Manager can foster employee engagement by prioritizing communication and recognition. Implement regular team meetings to ensure everyone feels heard and informed about project progress. Encourage feedback, valuing their input to enhance processes. Recognize achievements openly, celebrating milestones and individual efforts. Provide growth opportunities through skill-building workshops or mentorship programs, demonstrating investment in their professional development. Foster a positive work culture by promoting teamwork, trust, and a healthy work-life balance.

In my experience to communicate clearly and frequently, I need to know my goal, express my feelings, thoughts and needs in an honest and open way.

Recognition and rewards can be public, private, formal or informal, individual or team-based, or a combination of these. For example, I can use formal recognition and rewards for outstanding performance, such as promotions, bonuses or certificates.

Encouraging professional and technical growth tells your employees that you believe in their future potential. It pays back the dividends of loyalty and a more skilled workforce, better product, satisfied customers, etc. Although the concern of investing in someone who may then leave the company is valid - this is outweighed by the return in most circumstances. The employer should determine when a raise and internal promotion is becoming of an employee's new value, and compare to the labor market. Take care of your employees and they will take care of you!

This begins at the top - senior management must show the organization the value of every employee and the need to engage one another. No PM or superintendent has all the answers - leverage the knowledge and abilities of those below you and beside you! Mechanical coordinators, Safety professionals, vendor/supply representatives, and especially those temporary laborers all have value to add! Bring them into the game early - in project planning or when solving problems then ask them what they think! Don't forget to recognize everyone when giving credit!

Give your employees the best tools, materials, technology, vehicles, etc. Two carpenters can be paid the same wage - the difference between who they work for could be one's stuck driving a 10 year old rusty van with a faded ladder on top and he provides all his own tools. Buy them the best! The company will only build real assets and its reputation! Don't forget those office workers - buy the most ergonomic office set up! This has a huge return when compared to attrition rates.