Building Loyalty, Service, and Respect: How Shared Values Can Solve the Talent Crisis in Construction

Recently, David Allison spoke at the Vancouver Regional Construction Association leadership conference in Vancouver, revealing results of a valuegraphics study that identified the shared values of people working in the construction industry. He wrote this article based on those research findings.

In the construction industry leaders are grappling with a critical issue: attracting and retaining top talent. With skilled labor and experienced management in high demand, understanding what motivates employees has never been more crucial. So my team surveyed blue-collar and white-collar folks in this industry to uncover the Power Values that engage and inspire them.* Here’s how these values can guide your talent strategy:

1. The Value of Loyalty

Meaning: Workers deeply value loyalty, particularly to people they have relationships with.

Idea: Chosen Family Benefits - Offer personalized benefit packages allowing employees to include individuals in their plans beyond biological family. This approach acknowledges diverse relationships, letting staff demonstrate loyalty to the people who matter most in their lives.
Real-life Scenario: Imagine an employee who lives with their lifelong friend, not a blood relative, who requires medical care. With Chosen Family Benefits, the employee can include their friend in their health plan, fostering a sense of loyalty and belonging to the company.

2. The Value of Service to Others

Meaning:  People are driven to make a difference in others’ lives through tangible actions.

Idea: The Hammers of Hope Awards - Support employees' community projects by providing time off, grants, or loans for supplies. Recognize those who contribute positively to their communities with an award.

Real-life Scenario: An employee uses their company-backed grant to organize a local park cleanup, engaging colleagues and community members. The company's recognition boosts morale, reinforcing that their values align with the company’s mission.

3. The Value of Social Standing

Meaning: People want to be trusted and respected.

Idea: Construction University - Integrate continuous learning into your company culture, making development not just available but expected and celebrated. This could extend beyond construction-specific skills, potentially helping employees discover new career paths that still benefit the company.

Real-life Scenario: A junior manager is curious about accounting but uncertain if it's right for them. Construction University provides an introductory course that helps them make an informed decision. Even if they switch careers, they might become a loyal in-house accountant.

Creating Your Own Solutions

These ideas are meant to illustrate how leveraging shared values can lead to innovative approaches. But they won’t work for everyone. Use them as thought-starters to design your own approaches based on what is possible given your own unique set of circumstances.

Why Values Matter

The Power Values were identified through extensive surveys and rigorous analysis. Why values? Because they guide all our decisions, including where we work and live. Understanding these values helps leaders create workplaces that resonate with what people truly care about.

Values are the answer. Let’s put them to work.

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