How to develop transparent career paths for entry-level workers

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Written by Evelyn Long on 11 May 2021 in Features

Evelyn Long looks at the importance of career road maps in construction and other industries. 

Retention can be a challenge for many employers, especially in industries like construction. How can owners and managers ensure their workers remain satisfied with their jobs? It’s a situation that requires various solutions. However, companies must begin somewhere — and among the factors people need to be engaged in their positions, career development remains a top determinant for most.

Therefore, businesses need to figure out ways to set their employees up for success. There should be a defined career path for workers in each department so they know they can continue to grow. Here are a few points to consider when establishing a road map for people to follow.

Why do career paths matter?

There’s nothing like stagnation to make employees look for roles at other companies. Unless workers have a clear, outlined path forward, they’ll soon start to think about what else the job market has to offer. No one wants to remain in a stationary position for years on end, especially when they can see the potential for growth elsewhere.

What’s next after an employee reaches their limit in their entry-level role? Help them see how to advance after being in that position for a year or so.

However, companies need to realise that career paths don’t just urge employees to stick around. They push workers to become better in their current roles so they can eventually reach their goals. This motivation means they’ll learn more skills, gain experience and seek additional education. That’s beneficial for employers, as companies clearly benefit from having workers who pursue continuous improvement.

Plus, businesses in the construction sector specifically must realise that career confusion isn’t smart for them and their employees. This practice leads to weakened job stability, which can urge employees to look elsewhere for positions. It’s crucial to protect all workers so they’re more inclined to stay in their current roles and eventually want to grow with the company.

  1. Identify potential roles. First, companies need to consider what progress would look like in their organisation. Where can businesses establish new roles to help employees grow? Consider how future plans for the company would help support job openings. This way, organisations can create opportunities that align with their vision, so they don’t just open positions to keep employees around. Construction fields also have unique needs in that they have full-time employees, contractors and subcontractors to manage. Management needs to clearly outline which job duties require which kinds of workers in order to increase transparency and compliance. Currently, it’s estimated that 10-30% of employers misclassify workers, an issue that can create confusion for all parties. Make sure you know what kind of contract you’re offering before listing an opportunity.
  2. Define job descriptions. There should also be a focus on job descriptions. Too often, businesses don’t clearly define how workers can progress toward a new role. Aim to explain exactly how an employee can grow in their current position to reach the next step. They’ll better understand how career growth works within the company.
  3. Create a career roadmap. Remember that every department should know how and where the new roles fit in with their operations. Try not to introduce jobs without a roadmap, which can outline why the position will exist in the first place. Additionally, companies should lay out how the career paths progress over time. This plan will give everyone a more precise picture so they know what to expect. What’s next after an employee reaches their limit in their entry-level role? Help them see how to advance after being in that position for a year or so. As a result, people should feel more motivated to follow the career roadmap rather than look for another job.
  4. Offer learning opportunities. How can employees learn the skills needed to advance on the outlined career path? Organisations must support learning at every stage. While workers can develop abilities by themselves, companies should further entice them to stay with career progression programs. Retention always comes back to how well employees are prepared to advance. Those who have the drive but not the skills can often feel stuck in their roles. To encourage progress, employers should build a learning environment so everyone has the skills to perform in their positions. This strategy will make workers feel more valued overall.

Consider these tips to boost employee retention by providing career paths

There are many ways to ensure employees stay satisfied with their jobs — and career growth tends to be an effective place to start. If people know they have a path forward where they currently work, they’ll be more inclined to stay, which benefits everyone involved. These suggestions can help companies in construction and other industries keep their workers happy and motivated.


About the author

Evelyn Long is a writer and editor of Renovated, a web resource for industry professionals.



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