Southeast Michigan Contractors Issue 3 2023 23 WORKFORCE DEVELOPMENT There’s nothing wrong with recruiting some members of your team from competitors. But if poaching is your primary strategy for building your company talent, chances are you might not be getting the best. If an employee is willing to leave a company who has invested in their training, loyalty may not be among their greatest traits. As soon as the next guy down the street offers more money, is your new employee going to leave you, too? A Quality Workforce Requires Training At SEMCA, we’ve witnessed companies paying their entry-level employees $15 an hour and then not contributing anything towards their training expenses. If the apprentice’s employer wasn’t an active investor in their development, why should the employee stay? They likely won’t. The company isn’t building trust and connection with employees, and then complain there is no loyalty when they leave for greener pastures. What Can You Do To Help Solve Your Skilled Labor Problems? You Should: » Recruit future employees from your network or social circle. » Look for prospective employees who have the right values—hard work and loyalty. Expect to train the proper skills. » Be intentional about investing in ongoing training and development at all levels of your organization. » Pay a fair and competitive wage. » Help employees understand the advantages of working for your company. » Develop your talent from within. Create a clear path of advancement for all employees. » Build personal relationships with your team members. Demonstrate genuine care and concern by understanding their personal needs and challenges. Electrical apprentices learn the foundation of Exothermic welding with Michael from Young and Champagne electric. SEMCA instructor Pete Higgins helps SEMCA student learn how to bend conduit. Year two electrical apprentices bend conduit with SEMCA instructor John Danic. SEMCA instructor Pete Higgins teaches year one electrical apprentices.
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