daily and weekly tasks ?
Aerotek suggests getting creative with shift schedules . For instance , a company could designate one day a week solely focused on training , either on site or through virtual programs , to allow workers to develop their skills .
4 ) Find skill gaps . Minto said companies can start by designing a program internally based on the greatest skill gaps in employment that have been identified .
“ Every company ’ s upskilling program is going to look different because of their business and employee makeup ,” Minto said . “ For example , one company may be well staffed on the skilled trades side but doesn ’ t have many superintendents . They may decide to focus on finding their topfive skilled trades employees and upskilling them to become superintendents .”
5 ) Find the right people to train . Not every worker is ready for an education program . Companies should target certain soft skills and traits before they launch a training program , according to Aerotek . As companies approach employees about entering their training program , they are identifying future managers and trainers who need to manage interpersonal relationships and display empathy .
6 ) Have regular reviews . To determine if employees are suitable for upskilling , organizations need to create a consistent schedule for performance reviews and oneon-one sessions . The more touchpoints a company builds in , the more it knows about an employee ’ s concerns and ambitions . That helps them determine if that worker is right for a long-term investment .
7 ) Consider outside help . If a company needs help to train its employees , it can seek outside help . Minto suggests advocating for skilled trades education at the high-school level , leveraging training from building products manufacturers , partnering with organizations that specialize in skills development and creating trade school outreach strategies are essential to bringing more workers into the construction industry .
“ As for construction workers looking for help , if they have the ability and time to do so , consider enrolling in trade school or completing a course or certification in a specific skilled area ,” Minto said . “ Or , they can talk to their employer about what skills they can learn to further a career with them .”
Companies also need to identify employees who are continuously trying to improve their craft and show an interest in the overall business . Hands-on education programs can show these workers a commitment to their growth and development , keeping promising associates in an organization .
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