Miranda McMahon HR Consultants’ Post

UK #construction workers place high value on work-life balance, job security, and working conditions, with competitive wages and training opportunities also being crucial. While flexible working is important, it ranks lower compared to the need for safe, comfortable work environments and professional development. These insights highlight the key priorities for construction workers, aiding employers and policymakers in addressing workforce needs effectively. 💡 Does your employer prioritise work-life balance? 💡 Is there anything your employer could do to ensure your needs are met at work? At Certify, we closely monitor industry reports and trends, such as those from #CITB, to collaborate with clients who prioritise their employees' needs. This approach ensures that we match our candidates with employers renowned for their positive employee culture, focusing on long-term job satisfaction and role stability.  By partnering with organisations that value their workforce, we aim to promote fulfilling and sustainable careers in the construction industry 🦺  #WorkLifeBalance #ConstructionRecruitment #JobSatisfaction

#ImagineWhen a job in the industry gives workers some control over their work time or not take them away from home for long periods of time. Nearly two-thirds of participants in the NSW government infrastructure trainee program monitored with the Culture Standard pilots said they were undecided about pursuing a career in construction. “Young people are voting with their feet,” said Gabrielle Trainor AO, Chair of the Construction Industry Culture Taskforce. Just 30 per cent of respondents believed a job in the industry would give them some control over their work time or would not take them away from home for long periods of time. The Construction Industry Culture Taskforce (Culture in Construction) is led by the governments of NSW and Victoria along with the Australian Constructors Association. It is focused on positive culture change throughout the construction industry. An interim findings report covering all the projects piloting the culture standard will be released soon. https://lnkd.in/g9ZJkbEZ Australian Constructors Association (ACA), Infrastructure NSW, Health Infrastructure, Transport for NSW

The construction industry offers rewarding careers, but prioritizing mental and physical health is crucial. Ideal Labour Hire shares valuable insights! We explore effective strategies for construction workers to achieve work-life balance. Click here to discover tips for managing stress, improving productivity, and building a long-term career in construction!👇🏼 #IdealLabourHire

"Five-day work week a “game-changer” for construction industry“  84% of salaried and 61% of waged workers indicated a preference for working a five-day compared to a six-day week, according to the Culture in Construction Pilot Projects: Interim Report, led by RMIT University, which unveils the findings from five pilot infrastructure projects. To read more about the research highlighting the experience of the pilot projects who run under a draft Culture Standard, check the CICT Interim Report here https://lnkd.in/evWZktwX Gabrielle Trainor AO, Jon Davies, Helen Lingard, Greg Anderson, Rebecca Wark, Lizzie Cox, Australian Constructors Association (ACA), Wellness in Infrastructure, NAWIC NSW, Infrastructure Sustainability Council (ISC), NSW Women in Construction, Seymour Whyte, Fulton Hogan, John Holland, Roberts Co, McConnell Dowell, School Infrastructure NSW, Health Infrastructure, Transport for NSW, Infrastructure NSW, Victorian Infrastructure Delivery Authority #CultureStandard, #timeforlife, #cultureconvo, #diversityandinclusion, #wellbeing

Pilot projects, led by CICT in collaboration with governments and industry bodies, indicate a shift towards a five-day work week, signaling a potential game-changer for industry culture and productivity. RMIT University's interim report highlights overwhelming worker support for this change, emphasizing the need for a balanced work-life schedule. Positive outcomes from pilot projects, like the Mulgoa Road Upgrade Stage 1, demonstrate minimal impact on productivity and pay, with workers reporting better well-being and satisfaction. This shift could address the industry's skills shortage and boost productivity in the long run. #Construction #WorkLifeBalance #Productivity #ADP #HR

In the current climate of the construction sector, adaptability is king. 🏗️🔄 The once steadfast customs of inflexible working hours are being replaced by a more fluid model, sculpted by the ambitions of a burgeoning generation of professionals. Throughout my decades in recruitment, I've witnessed a profound transformation: highly skilled individuals are not just enticed by superior salaries; they're seeking a harmonious work-life balance and well-being, as promised by employee perks and adaptable working arrangements. To pioneer in recruitment, one must have a deep comprehension of the core factors that truly appeal to exceptional talent. Recent research indicates that an overwhelming 80% of employees would prefer additional perks to a salary increase. In the construction industry, known for its rigorous physical and mental demands, the significance of these perks is immensely important. Whether it's healthcare plans, mental health assistance, or educational grants, these 'bricks in the backpack' strengthen the individual and the entire scaffolding of the workforce. The integration of flexible working hours, the option to work from home, and reduced working weeks have become more than attractive extras. Many of them are the pivotal element influencing their decision to either take up a position or remain with a current employer. As we've adjusted to new work practices in the aftermath of the pandemic, such adaptability is a fundamental element in forming a resilient and motivated team. Employees who are granted the freedom to arrange their own timetables often reciprocate this trust with increased productivity and allegiance, laying down a foundation as vital to their career progression as it is to the fruition of their projects. As recruiters and companies within construction, we must place the cornerstone of our recruitment tactics firmly on a strong base of benefits and adaptability. It's not purely about constructing a building; it's about creating a capable, well-trained, and, above all, satisfied workforce. If you hold a leadership position in construction, ponder this - are your staff benefits as solid as the structures your team erects? For those climbing the career ladder, are your perks assisting your rise? The blueprint for tomorrow's construction sector must include the welfare of its workforce in its outlines. I encourage you to share your perspectives on how perks and flexible working are transforming your recruitment endeavours or your own career trajectory within construction. Let's engage in dialogue below. #ConstructionCareers #EmployeePerks #AdaptableWorking

In the current climate of the construction sector, adaptability is king. 🏗️🔄 The once steadfast customs of inflexible working hours are being replaced by a more fluid model, sculpted by the ambitions of a burgeoning generation of professionals. Throughout my decades in recruitment, I've witnessed a profound transformation: highly skilled individuals are not just enticed by superior salaries; they're seeking a harmonious work-life balance and well-being, as promised by employee perks and adaptable working arrangements. To pioneer in recruitment, one must have a deep comprehension of the core factors that truly appeal to exceptional talent. Recent research indicates that an overwhelming 80% of employees would prefer additional perks to a salary increase. In the construction industry, known for its rigorous physical and mental demands, the significance of these perks is immensely important. Whether it's healthcare plans, mental health assistance, or educational grants, these 'bricks in the backpack' strengthen the individual and the entire scaffolding of the workforce. The integration of flexible working hours, the option to work from home, and reduced working weeks have become more than attractive extras. Many of them are the pivotal element influencing their decision to either take up a position or remain with a current employer. As we've adjusted to new work practices in the aftermath of the pandemic, such adaptability is a fundamental element in forming a resilient and motivated team. Employees who are granted the freedom to arrange their own timetables often reciprocate this trust with increased productivity and allegiance, laying down a foundation as vital to their career progression as it is to the fruition of their projects. As recruiters and companies within construction, we must place the cornerstone of our recruitment tactics firmly on a strong base of benefits and adaptability. It's not purely about constructing a building; it's about creating a capable, well-trained, and, above all, satisfied workforce. If you hold a leadership position in construction, ponder this - are your staff benefits as solid as the structures your team erects? For those climbing the career ladder, are your perks assisting your rise? The blueprint for tomorrow's construction sector must include the welfare of its workforce in its outlines. I encourage you to share your perspectives on how perks and flexible working are transforming your recruitment endeavours or your own career trajectory within construction. Let's engage in dialogue below. #ConstructionCareers #EmployeePerks #AdaptableWorking

All excellent points on creating a positive atmosphere and environment for workplace success across all age groups. Under #4 how about adding, first, don't periodically lay off your 50+ workers thinking you're going to save money and boost your stock price and/or save operating costs in the short term, and pension liability in the long run. The #facman Facilities industry is a prime example of one challenged both by an aging workforce and the value of knowledge management. Years of relationships honed and nurtured over years cannot be replaced in a month with cheaper, younger workers. #Trust takes time and effort to develop and RIFs of your most experienced workers are no way to preserve it. https://lnkd.in/eDuBnAPr On the flip side, everyone has to be open and aware of skill development requirements and work collaboratively to ensure that skills--regardless of physical age, meet and are aligned with ongoing needs. At Aleto, we have a dedicated professional development budget and love to hire "life-long learners", those who are curious, self-motivated, and genuinely interested in skill development. Check out our open positions here: https://lnkd.in/gmd4JXNs https://lnkd.in/e3yxakK6

Construction industry raises productivity drop concerns over 4-day week proposal: The Construction Industries Federation of Namibia (CIF) has expressed concerns about the proposed four-day workweek, citing the country’s current productivity level as a potential hurdle.   CIF highlighted that current output sits at 40% of potential, based on a five-day workweek.  It said implementing a four-day schedule without addressing core productivity challenges might not generate positive […]

Last week, our CEO, Victoria Short spoke at the Constructing Excellence in the North East 'All In' conference about the labour shortage challenges faced by the construction industry. One of the key takeaways from the conference was the need for allies in construction. With 61% of construction workers set to leave the industry in the next decade and an additional 225,000 workers required to meet UK construction demand by 2027, how can we attract more talent? Diversity, equality and inclusion play a big part. Our 2024 #Workmonitor report delves into what workers expect from employers this year in terms of equity and understanding.