Talent Strategy
Build a Talent Strategy That Powers Long-Term Growth
You can't afford to lose your best talent. Construction firms need to attract more than 439,000 workers in 2025 to meet demand, and an additional 499,000 in 2026.
In a competitive talent market, misaligned strategy and talent development can frustrate your people and stall your firm's growth. You need an integrated approach that connects leadership development, workforce planning, and day-to-day operating routines to attract, retain, and develop exceptional talent at every level of your firm. With the right approach, you can:
- Align your workforce planning to your strategic goals.
- Develop next-generation leaders with clear expectations and high-impact training and development.
- Expedite leader readiness for key roles.
- Build scalable talent systems that fuel sustainable growth.
- Ensure continuity with proactive, multi-level succession planning.
You don’t have to rely on fragmented human resources practices or one-size-fits-all solutions. Develop a custom talent strategy that equips your people to lead at every level. Ask yourself:
- Are our talent practices (hiring, development, performance) aligned with our long-term business goals?
- Can we name successors for critical roles and prove they're truly ready?
- Are we developing a deep bench of talent ready to lead our firm into the future?
- Is our organization structure helping or limiting performance?
- Are our supervisors and managers equipped to coach, plan and make enterprise-minded decisions?
- How do we address our immediate succession needs while backfilling roles and continuing to grow?
Your talent strategy should be a competitive advantage. Let’s build a customized approach that ensures leadership continuity, supports culture and positions your business for long-term success.
