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One size doesn’t fit all when it comes to workforce management and development. Even though company leaders understand this at a conceptual level, it’s common for construction companies to lack the processes and systems to create a unique employee development experience.

It’s not due to a lack of understanding of the value of technology. With many companies using payroll, estimating and project management software, there’s a great affinity for technology in this industry. So why should it stop short when it comes to creating efficiencies in people’s skills and potential? With a wide array of skills, talents and abilities across a company, what kind of results could be achieved if there was a focus on strengths, training for weaknesses and everyone was working toward individual goals that supported the company’s goals?

Using technology to personalize the employee experience and help an employee develop a career path within an organization can be the difference between losing an employee and grooming a top performer to take the next step. Technology, automation and mobile access can help an organization grow with strategies now available to help retain employees.

First things first, by implementing the proper talent management technology to personalize the employee experience (hiring, onboarding, training, goal setting, certification management and performance management), companies can demonstrate to employees an investment in them and their future. This, in turn, helps each employee become actively engaged and invested in the company’s success. According to Gallup Research, each actively disengaged employee will cost a company $2,541 each year, and the Hay Group reports that companies with high engagement have 2.5 times more revenue than competitors with lower engagement.

Using talent management technology will help the company ensure team members have the proper information and are in sync with company strategy. Whether a company uses technology to communicate and document receipt of company goals, strategies and tactics, or the company is helping employees plot out individual career path, an automated system will make it easier and more efficient for all. And, when it comes to mitigating risk and staying compliant, technology supplies the documentation needed for good employee record-keeping.

Another benefit of automating workforce development and employee management is the ability to define, discuss, deliver and measure accomplishments individually for several employees across the company. At the same time, it takes the guesswork out of the company expectations of the employees. With a centralized and consistent system in place, they can be sure they are being treated fairly and always know where they stand in regard to performance. With an added ability to get 360-degree feedback throughout the year, employees will always have the guidance they need to grow and, more importantly, stay.

When a company automates employee development and management processes, they also can be made available online via a mobile device. With a system that capitalizes on this constant mobile access, two things can be accomplished: communication with employees in a way that is most convenient for them and delivering information or just-in-time training with minimal downtime on the job. Having constant mobile access to everything the system provides is a win for employees and managers alike.

Having access to a talent management system anytime, anywhere encourages year-round behaviors in employees that will benefit the organization with increased productivity and work quality. According to a Leadership IQ survey, 87 percent of employees say that working with a low performer has made them want to change jobs and 93 percent say low performers decrease their productivity. With a better environment in place for all, there will be higher retention of the most talented employees.

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