Addressing the construction industry workforce challenge

HELPING CONTRACTORS GROW PROFITABLY. WWW.DBROWNMANAGEMENT.COM
We believe the construction industry is
an integral part of the backbone of our
country.

Sue Weiler-Doke
“Talented people form the foundation of
every great company and if you grow
people, you will grow equity.”

We exist to help contractors build stronger businesses for the next
generation by leveraging talent, technology, and capital through
alignment and transparency.
It was the Best of Times…
It was the Worst of Times…
…Addressing the Construction Industry Workforce Crisis

The average
age in the US
construction
industry is 43.

WWW.DBROWNMANAGEMENT.COMHELPING CONTRACTORS GROW PROFITABLY.
Population levels across the
ideal management & expertise
age range are dropping.
The gap will be 10M people
by 2030.
Only 3% are employed in
the construction industry.
The construction industry
is projected to grow 11% by
2030.
A much smaller percentage
of those employed have the
skills & capabilities
required for management
or technical expert roles.
Source: US Birth Rates Since 1900 (CDC)

HELPING CONTRACTORS
GROW PROFITABLY.
WWW.DBROWNMANAGEMENT.COM
Experience to know the right thing to
do.
Relationships to get things done.
Runway and energy to execute.
Field Supervision | Master Craftspeople | Technical Experts | Project Management
Estimating | Functional Area Management | Executive Management
90% of Management & Technical Experts
Are Within The 45-65 Age Range
45 65

WWW.DBROWNMANAGEMENT.COMHELPING CONTRACTORS GROW PROFITABLY.
Developing Talent
MONTHS
DECADES

ENGINEER ESTIMATE TECHNICAL ENGINEER
PM PM PM
EXEC EXEC
C-SUITE
CRAFT CRAFT CRAFT CRAFT CRAFT
The “Unicorn” Organization

Hollow Organization
Lacking Management Depth
No longer “Keeping Up”
Emerging Organization
Simply, “Doing Work”

1. Labor productivity including safety and quality. What is this costing you and
how much are you able to pass on to your customers versus just having it come
out of your bottom-line?
2. Retention – is your team working at an unsustainable pace causing turnover or
lower morale?
3. Growth – how many projects are you passing up because you simply don’t have
the talent?
4. Succession for all critical roles; not just ownership. What does that mean for
your ability to grow profitably or even maintain your current position in the
future?
What is the talent problem costing you today?
What will it cost you over the next few years?

“Ours is a people business that
depends on fielding the most
capable project teams in the
world.”
Brendan Bechtel, Chairman and CEO of Bechtel Group

1.Position Your Company as a
Magnet to Attract & Retain
Talent.
THE CHALLENGE: Building your company into one of the
top career choices in your area by aggressively promoting
your company using every marketing communication and
recruiting tactic available.

Try to clearly answer the following:
1. Why should someone work at
your company?
2. What is exciting/interesting about
the type of work you do?
3. How do your employees become
materially better after 1-2 years
on your team?
4. What is attractive about where
your employees live and work?
SELF ASSESSMENT
Introspective questions to help your
organization better understand its
position & areas of improvement.

2.Build a culture and
processes that effectively
integrate a diverse team.
THE CHALLENGE: Each generation, gender, and nationality
will have very strong perspectives on work, management
styles, and technology use.

3.Develop & cultivate leaders
regardless of age.
THE CHALLENGE: Accelerating the development and
knowledge gain of all team members to prepare them for
key management and craft mastery roles.

4.Keep team members active
and vibrant well past typical
retirement age.
THE CHALLENGE: Recognizing what aging employees
would love to do and getting them to buy in to building a
proper succession within the organization.

5.Streamline your workflows
to minimize wasted effort.
THE CHALLENGE: Rigorously analyzing the roles and
responsibilities within your organization to ensure
everyone on the team is working on the right level of tasks
based on their demonstrated competencies.

5.Streamline your workflows
to minimize wasted effort.
THE CHALLENGE: Rigorously analyzing the roles and
responsibilities within your organization to ensure
everyone on the team is working on the right level of tasks
based on their demonstrated competencies.
WORKFLOW MAPPING → ROLE MAPPING
Slowing down enough to truly see and understand the complexity of the organization

6.Accelerate delivery and
enhance feedback systems
through technology.
THE CHALLENGE: Developing efficient processes so that
technology can enforce consistent workflows, automate
routine tasks, enhance information flow, and provide the
right feedback to the right people at the right time.

- Technology is more available than experienced talent
- Technology innovation is continuing to accelerate
- Technology enhances the value created by people
- Technology is touching every aspect of construction
Most Technology Integrations Fail to Meet Expectations Due to
Alignment With the Talent than the Capabilities of the Technology.
BAD NEWS / GOOD NEWS OF
FEEDBACK SYSTEMS AND TECHNOLOGY

“We cannot solve our
problems with the same
level of thinking that
created them.”
-Albert Einstein

1. Position your Company as a Talent Magnet
2. Develop An Authentic, Positive Culture
3. Develop Leaders at All Stages
4. Focus On Team Retention
5. Streamline Workflows & Processes
6. Leverage Technology
Strategies to Attract & Develop
Sustainable Talent

It’s An
Organizational
(R)evolution
● Create an organizational structure that
aligns perfectly with the key objectives of
the business
● Produce significantly more work with less
invested capital
● Facilitate succession at every level
● Facilitate success at every position

THANK YOU
All relationships start with a simple
conversation.
Let’s schedule some time to talk about your specific
challenges and opportunities.
Sue Weiler-Doke
sue.w@dbmteam.com
916-719-6073

Addressing the construction industry workforce challenge

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