Contributor Q&A What role does upward mobility play in career satisfaction? How can construction companies better support individual growth? Devin Hutton: I think having a mentor in construction plays a critical role in employee growth. Having my foreman or a similar person to rely on and teach has driven me to become a better electrician. Freehley Buster: Career satisfaction varies from person to person. For some, upward mobility is critical; for others, it’s more about personal development or work-life balance. The key is understanding each individual’s goals and supporting them accordingly — whether that’s through new experiences or formal career advancement. Companies should provide transparency about real-world career paths, recognizing that while few will reach executive levels, everyone deserves a chance to grow. Megan Collins Vidal: The role of upward mobility depends on the individual, where they find motivation and how it aligns with personal goals they have set for themselves. Organizations can better support individual growth by understanding what motivates their employees and giving them opportunities that are in alignment and challenge the individual. Construction companies should identify opportunities internal to their organization and externally within the industry to encourage well-rounded individual growth. Zach Beck: I believe that upward mobility plays a massive role in career satisfaction. With AP, I started as a laborer, became a carpenter’s apprentice, and am now a journeyman carpenter after completing trade school. With each move, I’ve received pay increases, more responsibility, increased trust and ultimately have become more confident overall. The satisfaction I have with my role in AP is honestly immeasurable. Working in different industries, I was able to recognize that I wasn’t always afforded the opportunities that I’ve received here, and looking back, I can remember how I felt that I was stagnating. I worked really hard to get to where I’m at now and I appreciate that AP not only saw the potential in me but also offered a path to something greater. John Herrera: Upward mobility is not just a factor; it’s a cornerstone of career satisfaction. When employees can see a clear path for advancement, they’re not just more motivated, engaged and loyal to their company, they feel valued and important. What do we need to address, beyond perception, to make construction a more compelling career choice in today’s job market? Freehley Buster: People don’t know what they don’t know. We need to keep showing up and educating the broader public — not just students, but adults looking for career changes. I personally transitioned into construction from another industry. There’s huge potential to attract mid-career professionals. As an industry, we need to better communicate real-life career paths and success stories in construction. Megan Collins Vidal: The industry needs to understand what employees are looking for and how to make it fit within the industry. Most often, you hear that roles within the industry lack flexibility, are too stressful, physically taxing and offer limited career advancement. If you are unable to have flexibility within the role, can you offer other supplemental benefits that lessen the burden, like a more generous PTO program or childcare assistance? Zach Beck: I think the things that we have to address to make construction a more compelling career choice are fairly simple. Some of these things include giving clear pathways to show that you can start anywhere in the industry and still can progress and promote, building more inclusive environments and continuing to attend high school job fairs to promote safe workplaces. I believe we should lean into the fact that the things we do are completely tangible and there are so many people who just want to be able to physically see what they’ve accomplished. How do we shift the perception that construction is “old school” or lacking innovation? What can companies do to show that growth and career advancement are truly possible? Devin Hutton: My favorite example of how we are moving away from old school is our drawings. I’ll never forget handing a brand-new first-year apprentice an iPad to show him some rough-in locations for outlets. He thought we were going to flip through 100 pages of paper prints to find the one room we were standing in. The shock on his face is something I will always remember. Freehley Buster: I believe this perception has already started to shift over the last 5-10 years. Still, change takes time. We can’t control how other industries see us, but we can control how we present ourselves. We need to spotlight innovation — the new technology, tools and processes that are transforming how we build. Showcasing these advancements can help demonstrate that construction is forward-thinking and full of opportunity for growth and advancement. Zach Beck: I actually don’t believe we should FULLY shift away from the perception that construction is “old school.” It’s not inherently “old school” as much as it’s timeless. Things have always and will always need to be built. The things that I believe we need to focus on are showing the advances in Construction ADVOCATE 19
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