In 2026, workers strive to find a profession that adds value and supports their greater community while also feeling ample support from within their organizations. While construction firms are continuously building structures that strengthen communities, are they also building their workforce? And what can they do to build more?
The unique, yet simple mission of “building better communities” helps develop a workforce that feels supported within to give back even stronger to the communities around them.
Building a Dedicated Workforce From Within
No matter your role, every worker should feel supported in their career growth. However, different job titles require different training. Junior-level staff should be exposed to several elements of the career industry, which can be done through programs like career rotation. This initiative provides exposure to anyone, from recent graduates and those with limited knowledge of the construction industry, to three facets: estimating, field operations and project management. Companies like C.W. Driver are implementing this technique, where their staff learn about each area of the course for six months and then move on to the next rotation. Providing this exposure early in a career can help junior staff develop a toolkit that enables them to solve problems across various domains while also learning where their true passions lie.
Middle-level staff at C.W. Driver are placed within a LEAD program, which sets them up for expanded leadership roles. The 18-month initiative brings participants into quarterly sessions where they gain access to strategic direction, operations and business functions. Employees utilize self-awareness tools, including 360-degree feedback, and are subsequently introduced to business function models, connecting with top-level executives and challenging participants to develop initiatives that evolve beyond existing processes. This exposure not only supports development in the construction industry but also prepares them for any business challenge they may face.
C.W. Driver also hosts “Driver University” programs, in which all employees can participate, that provide exposure to in-house classes covering all aspects of the construction industry. Courses include scheduling, cost management, green/sustainable building practices, safety, leadership skills and more. Having these options helps employees find their niche while also becoming more versatile.
Equipping employees with robust, yet flexible programs makes them feel like they are taking charge of their career while understanding that their employer is committed to their career advancement.
A People-First Approach
On average, at least a third of human life is spent working. Why should it be strenuous? Putting people’s needs at the center of your work will increase productivity while also letting employees know that their needs are valued and respected.
Part of the people-first approach is ensuring leadership is accessible to all employees. C.W. Driver President Karl Kreutziger supports the day-to-day activities of projects and is easily accessible to address any pressing needs.
Additionally, wellness is at the heart of “better” work. Alongside professional development courses, wellness content and wellness seminars are valuable tools for your workforce, as learning how to take care of yourself is as valuable as knowing how to do the job right. Employee Assistance Program also provide help by offering free counseling sessions and breaking barriers between the cost of mental health services.
Within busy work seasons, wellness is often forgotten or forgone. To remind employees that optimal health is crucial, get them involved with walking challenges and step competitions for individuals and teams, ensuring they take care of themselves while having fun. Offering flexible schedules is also crucial to an employee’s overall wellbeing, both mentally and physically, and allows employees to prioritize their family needs and the company to have broader access to talent.
The core of a “better” culture is people. What people desire most is to feel included and valued at work. When inclusion is carried through all aspects of work, that desire is fulfilled. Wider inclusion can be explored through non-traditional recruiting pipelines like campus and military hiring, informal and formal development opportunities for leadership growth, building employee-belonging groups for women and minorities, and partnering with organizations.
Giving Back
Giving Back is the foundation of “building better communities.” As more construction work focuses on building innovative spaces, ensuring those spaces are meaningful becomes more imperative, but giving back goes beyond the project at hand. Creating a work environment that extends beyond work not only boosts productivity but is essential to creating a workforce that is healthy, informed and compassionate.
Explore other C.W. Driver programs, like their REACH program, here. C.W. Driver Cos. employees are given paid volunteer hours and opportunities to donate to support charities. Thus far, C.W. Driver Cos. has supported 53+ charities and donated $545,000. Notable charities C.W. Driver Cos. works with throughout Southern California include Habitat for Humanity San Diego | San Gabriel Valley, HomeAid Orange County I Los Angeles, Jessie Rees Foundation, Hillsides, Shelter to Soldier, City of Hope and more. These charities are spread across Los Angeles, Orange County, San Diego, and the Inland Empire —showcasing that all communities across Southern California are important.
SEE ALSO: THE ULTIMATE CONSTRUCTION PROJECT PUNCH LIST FOR WINNING CUSTOMER LOYALTY
The post Building Better Begins With Workforce, Culture and Community first appeared on Construction Executive.
