Construction work is physically draining. It means being exposed to the weather as well as potentially dangerous conditions, like great heights and moving traffic. It shouldn’t be thankless work as well.
In my experience, however, many construction companies would benefit from making a more active effort to show appreciation to their employees. When construction companies themselves neglect to show appreciation, it contributes to blue-collar employees’ common perception that society undervalues their work or does not respect it appropriately.
Staff in the blue-collar industries deserve thanks and praise just as much as those in other sectors if not more. Businesses in the construction industry can help elevate the status of their workers by validating how essential their laborers are. This is particularly critical today, a time when the industry needs to attract and retain workers to meet surging demand.
The Benefits of Showing Appreciation
The first reason business leaders and managers should acknowledge their workers' hard work and dedication is that it boosts their morale. Construction workers rightfully take pride in the buildings and other projects they help to build. Showing appreciation for their work validates that pride. It also cultivates the feelings of ownership that are vital to completing large projects.
In addition, when managers praise their team members’ efforts, it increases their motivation and commitment to the company. When managers support and demonstrate loyalty to their employees, they often get it back in return, and retention tends to improve.
Indeed, in one study, turnover was 31 percent less at companies with a strong culture of employee recognition. In another, 53 percent of surveyed workers said they would stay longer at their current employer if their manager would show more appreciation.
In short, granting recognition creates the conditions that lead to higher productivity. Indeed, Gallup has found that businesses with official employee-appreciation programs tend to outperform those without. That’s why it’s in construction businesses’ own best interest to prioritize gratitude and reward good work.
Yet the Gallup study also found that only one in three American workers report being praised for their good work over the previous week. Furthermore, the authors note that employees at many companies are accustomed to giving their best only to have their efforts ignored.
The Danger of Failing to Show Appreciation
Negative outcomes can result if staff aren’t shown adequate appreciation for their work. Employees can become demoralized and lose motivation. It is also common for them to start missing deadlines. Communication can break down, leading to problems with teamwork and collaboration. When workers don’t feel respected, their tension and resentment can pollute the entire team’s atmosphere. A toxic company culture can develop.
Undervalued employees may also seek opportunities elsewhere. Gallup has found that when employees do not feel like they are receiving adequate recognition, they are two times more likely to plan on quitting in the upcoming year.
Construction companies know how losing employees can negatively affect a job site — the entire project can be delayed. Showing appreciation to employees is clearly important in this industry. But when it comes to construction in particular, what are the best ways to do this?
Basic Ways to Show Appreciation
In my experience, construction companies looking to retain their workers through appreciation must first take care of some basics. Compensation levels need to be competitive, and the same holds true for benefits packages. Today’s workers also value autonomy and flexibility, so construction companies that can offer these policies — and back them up in reality — will position themselves well to succeed in today’s labor market.
Another essential thing to work on is creating an inclusive workplace. Today, the only way construction companies will fill their ranks successfully is by recruiting people from a wide variety of backgrounds. To attract workers and keep them in their roles, however, these companies must ensure they feel safe and like they belong.
In my experience, too many leaders and managers at construction companies regard diversity, equity, and inclusion efforts as a distraction or an inconvenience. According to the Equal Employment Opportunity Commission’s 2023 report, the construction industry has long given rise to some of the worst cases of discrimination, sexual harassment, and hate speech in the paid workplace. People from traditionally marginalized populations — such as people of color and women — often face a hostile work environment at construction sites.
If construction companies tolerate bias and discrimination, instituting an appreciation program will likely fall into the same pattern of alleviating some workers over others due to inappropriate criteria. It could become yet another vehicle for teaching employees from marginalized communities that others are valued more than them. This would naturally lead to resentment and demoralization.
That’s why creating an inclusive, fair workplace is an essential preliminary step. Doing this usually relies on establishing high levels of communication. Leaders and managers need to actively listen to team member’s concerns and take action when appropriate. They must also demonstrate empathy and respect for their employees. In short, they must build genuine connections with those in their chain of command. People need to feel like they can be honest and authentic with their managers to share what’s really going on.
Best Practices
Once those fundamentals are in place, construction companies can best recognize their employees by asking them what they want. There are many methods of granting recognition and enabling people to feel seen by an organization. The most effective ones to choose will be the ones your employees indicate will be the most meaningful to them. Therefore, coming out and asking their opinion of the options will help point your way forward.
What are the options?
One is simple public praise. Examples include Employee of the Month awards or the chance to thank others during staff meetings or company events.
Helping workers gain new skills or refine existing ones is another way to show appreciation. In my experience, construction workers react well to employers that invest in their professional growth. This is another way for employers to forge a long-term commitment with employees.
Offering tangible rewards like gift cards, bonuses, or other incentives is also a great way to make workers feel valued. In particular, I recommend giving people gifts they can tailor to their own particular desires. Instead of a gift card to a specific restaurant, for instance, you might consider offering them one to a whole collection of possible eateries. That way, they can choose their favorite cuisine or treat their spouse to theirs.
Construction companies should view employee appreciation as a strategic investment in their workforce. By acknowledging hard work and dedication, they can not only promote their employees’ well-being but also improve their overall operations. In the process, they can appeal to prospective employees while simultaneously elevating construction work in our entire society.
