Employers should make efforts to establish optimal environments through assessing and improving operational and labor practices to ensure that well-regarded talent stays with the firm during a slowdown.
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Companies that make efforts to diversify their workforces and recruit employees from various backgrounds will be better able to compete in a continuously evolving market. As the labor shortage continues to be a problem across roles in construction, think about how you can create an environment that encourages more women to enter the field.
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Companies need to pay attention to broader economic trends and other data issues when determining pay in today’s highly competitive environment.
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By carefully evaluating jobs and employees, E&C companies are better positioned to meet operational needs and address talent requirements among a workforce that can afford to be demanding.
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How can owners ensure business continuity when they’re ready to relinquish ownership and management responsibilities?
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Addressing common concerns about working from home now and supporting employees through the current disruption will improve trust, reduce worker turnover and build teams that are invested in your organization’s future.
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How to create a structured incentive plan that supports your organizational mission.
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Tight labor markets demand accurate and timely compensation practices. Understanding your employees’ true market value enables you to make informed decisions and retain high-performing players.
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How to effectively balance recognition and rewards with independent board governance.
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How to develop a pay philosophy to guide your compensation strategy.
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