Construction workers are in shortage and have reached crisis levels.
The inability to recruit and keep top talent has been evident throughout every industry in this current shortage of labor, and the construction sector is not an exception. There’s no shortage of work available, thanks to construction spending increasing and a flurry of projects due to funding provided by the recently approved infrastructure bill; however, the staffing for these projects is a different story.
The fact that 41 % of the U.S. construction workforce is set to retire in 2031 This issue isn’t likely to disappear anytime in the near future. Companies are competing with a restricted pool of talent. To expand this pool of talent and attract skilled young professionals, The construction industry could look at leveraging the tools already included in their toolkit.
What is the best way to attract younger workers?
As the younger generation enters work, They are seeking a fresh standard of work that will ensure they are fulfilled every day and content over the long haul. What is the best way to attract the best talents of the new generation to sign up and stay with you? Transparent and honest communication pos, positive core values, and professional connections are at the top of the list of features that make up the delivery model of design-build.
The difference in design and build
What is design-build?
The design-build delivery model places the designer and construction manager on the same team. Instead of the design firm or the contractor being on separate contracts with the project’s owner and naturally having different objectives, the design-build method uses one accord, with both teams working towards achieving the same goals.
Design-build projects are currently responsible for 42% of total U.S. construction put-in-place spending, with that percentage set to increase to 47 percent in 2025, according to the Design-Build Institute of America.
What is the meaning of design-build for workers?
In a traditional project delivery (also known as design-bid-build) “contractors’ priorities tend to be budget and schedule, and your interior designer is more concerned with the aesthetic … Your architect is concerned with making sure that the function of your building is providing the client with a product that services them in the best way possible,” says Rebecca Wilcox, a project manager for Neenan Archistruction. “…because the goals of both are different there is lots of conflict since these entities don’t work together.”
A unified front is established through a design-build program. The team works in a way that is collaborative to coordinate the project and achieve the best results for everyone. Although benefits like cutting costs and ensuring that the project stays on time are frequently highlighted, the benefits of social and cultural aspects must not be overlooked as a significant advantage.
Rebecca Wilcox, project manager at Neenan Archistruction, explains the reasons why she enjoys working for an architectural firm.
What are the expectations of younger generations in the workplace?
Generation Z was born between 1997 and 2012, and the Millennials, who were born between 1981 and the year 1996, today comprise nearly half (46 percent) of all of the U.S. workforce, according to Gallup. As the generation of Millennials enters the workforce and moves to leadership positions, they have shown how to ensure they are content and satisfied in their professional lives. The recent epidemic has changed their expectations of work. Some of the most well-known preferences include:
Flexibility & Work-Life Balance
Flexible employers are a popular request for those seeking new job opportunities in the coming year, particularly those from Gen Z and Millennials. A recent study conducted by GOBankingRates discovered that 42 percent Of Gen Z workers highlighted work-life balance, working from home, and flexibility as top priorities over other benefits when looking for an opportunity to work from home.
Value-Driven, Ethical Work
The younger generation is looking for satisfaction and meaning in their daily lives and is seeking out jobs that reflect their ideals. A survey that was conducted globally by Deloitte discovered that 49 percent of Generation Zs and 44 percent of Millennials decided on their future career and employers by examining their moral values. A job for them is not just about what you do or the company you get an income from. It’s an aspect of who you are.
Face-to-Face Communication & Collaboration
Generation Z was raised in the age of digital technology, with the internet accessible. They might prefer electronic communication. However, according to an opinion poll that was conducted by Millennial and Gen Z expert Ryan Jenkins, 72 percent of Gen Z prefer face–to–face communication at work. In addition, the Defense Contract Audit Agency explains that Gen Z prefers working in collaborative environments that allow the sharing of ideas and connections with colleagues.
Professional Networking
This generation doesn’t overlook the importance of networking. Although Gen Z may place a greater extent on social media platforms for creating professional connections but, they are still aware of the importance of networking for professional advancement and industry involvement. Young professionals also recognize the need to fill in the gap in their professional networks caused by the recent outbreak of the pandemic.
Do you see a connection between the delivery method of design-build and the future goals of younger generations in their careers?
Design-build projects clearly promote the work-life balance philosophy that Gen Z and Millennials prefer in comparison to traditional project delivery methods. When it comes to preferences like flexible work and a balanced lifestyle are likely to have their place in the corporate culture values, collaboration and networking are all vital aspects of a successful design-build project.
In projects where each participant is contracted separately and is pursuing their own goals, it’s not unusual for the contractors to blame their problems on designers, and the reverse is true. This can lead to the perception of a hostile culture, which can lead to delays in projects and even litigation in the future. Design-build collaborative delivery can eliminate the negative conditions. It is a fact that the Design-Build Institute of America believes that “design-build is intended to be a highly collaborative, fully integrated process that is built on trust, mutual respect, [and] teamwork,” according to their Design-Build Do it Right(r) guideline. Working together as a single group, they can create an environment that is more ethical and will appeal to the type of work that is based on values that Millennials want.
The idea of having architects, contractors, design professionals, and quality control officers together is a great recipe for efficient brainstorming and problem-solving that is creative. It is beneficial for everyone to engage in clear conversations and bring the most innovative concepts to the table. According to Rebecca Wilcox of Neenan Archistruction, “…you have to be able to design-build with a degree of openness and humility to truly connect with people in their current state and to accept and respect the work they do and the value you can bring.” The young generation is likely to enjoy the friendly and collaborative atmosphere that the process of design-build provides.
The same kind of collaboration in design-build, which encourages open communication, is the basis that allows professional opportunities for networking. Participants in the design-build process are likely to develop relationships with colleagues from different industries, which will benefit them for their entire professional careers. This is particularly important for young professionals who want to establish themselves and feel a part of their respective fields. The creation of these connections for those who are just starting in the workforce is essential to ensure that they are part of a community that allows them to learn and grow together as they progress in their careers.
Does design-build fulfill the construction recruitment requirement?
Eighty-five percent of construction executives believe that the shortage of skilled workers will have the biggest impact on their industry in the near future. Construction companies must be aware of the imminent labor force issue and adjust accordingly to minimize the effects. Massive changes are needed within the construction sector to attract younger and more diverse workers. However, the re-evaluation of design-build projects might be a great starting point.
Companies that adopt the delivery method of design-build along with other changes to organizational culture and structure will attract more talent from younger generations and enable them to pursue successful careers in the construction sector that are in line with their values and interests. The advantages of design-build, in addition to time and cost savings, should be explored by project teams and promoted in the industry as a highly effective method of recruitment.