Gen Z has unique skills and fresh perspectives that can help the industry thrive if given the right opportunity.
By Apprentice Performance Solutions
With unemployment rates at historic lows and Baby Boomer retirements continuing, the construction industry is in a battle to bring in Gen Z workers. It’s about more than just getting warm bodies onto the job site—Gen Z has unique skills and fresh perspectives that can help the industry thrive if given the right opportunity. But with the high turnover rate in the industry—a whopping 26.7%—attracting and retaining these young workers has become increasingly difficult.
So, how do we do it? We don’t necessarily need complex strategies and a TikTok presence. One simple approach is setting clear expectations for Gen Z workers. Let’s dive into why such an obvious idea is so important.
Gen Z workers crave structure and guidance. So when expectations are unclear, it can lead to confusion and misunderstandings—and we know that can be problematic for this group. By being clear about what we expect, what they’re doing right and wrong, and encouraging two-way communication, we can help them feel more confident and empowered in their roles. And that will keep them happy and productive.
Let’s explore three simple approaches that expand on this idea.
Clearly Define Roles and Responsibilities. Think of it like a recipe: the job description is your ingredient list, and it outlines everything the Gen Z worker needs to know to be successful in their role. By providing a detailed list of responsibilities upfront, you’re giving them a roadmap to follow, which can help them stay on track and feel more confident in their abilities.
Provide Regular Feedback. Gen Z has a bad reputation for seeking out praise. While they appreciate praise (who doesn’t?), what they really want is feedback. It can help your Gen Z workers understand how they’re doing, what they’re doing well, and where they can improve. Gen Z is highly adaptable, tech-savvy, and driven to succeed, and they understand that feedback is an important part of personal and professional development. Keep it constructive and positive, and your Gen Z workers are more likely to feel motivated and engaged.
One key is to focus on specific examples of what they’re doing well and what they can improve on. If they’re doing something wrong, don’t just tell them—show them how to do it right. And praising them for their hard work and progress will help your feedback go that much further.
Encourage Questions and Open Communication. Encouraging Gen Z to ask questions and voice their concerns can help them feel more comfortable and confident in their roles. When they feel like they can come to you with anything, it can help them better understand your expectations and what they need to do to succeed in their job.
This idea is bigger-picture than just being open to their questions: By creating an environment of open, two-way communication, you’ll foster a sense of teamwork and collaboration that can lead to better business outcomes. When your Gen Z workers feel like they can contribute to the success of the organization, they’ll be more engaged and motivated to do their best work.
The Bottom Line. Setting clear expectations is a simple but critical strategy for attracting and retaining Gen Z workers. By providing a structured and guided work environment, companies and unions can help this critical group feel more empowered and confident in their roles and make everyone more successful in the end. ■
Apprentice Performance Solutions delivers fair, equitable, and validated apprentice assessment through the APS Success Profile System, designed to address four common challenges among union apprenticeship programs: diversity, fairness, liability, and right talent. Learn more at apprenticeperformance.com
