TZL 1442

Interested in learning more

about the projects and ideas driving the AEC industry forward? Learn more with Civil+Structural Engineer Media.

CHRISTINA ZWEIG NIEHUES, from page 2

work options, are very important to today’s workforce. Seventy-one percent of firms in Zweig Group’s “ AEC Workplace of the Future Survey” ( the survey Report can be read here ) reported their firm has changed its remote or flexible work options since March 2020, and many people are now working differently than pre-March 2020. In Zweig Group’s second Driven by Data Webinar: Recruitment and Retention, 65 percent of attendees reported that remote or flexible work options have helped their firm’s ability to hire. Adding to this, more than 23 percent of respondents who currently have remote and flexible work options, stated they would consider looking for a new job at a different firm if these options were made unavailable to them. Even best in class firms are experiencing these same challenges. While the vast majority of employees working at Zweig Group’s 2021 Best Firms To Work For Award - winning firms say they are well satisfied with flexible work hours, these employees are often less satisfied with compensation for extraordinary effort, parental leave, tuition reimbursement, and mentoring programs. Firms looking to go the extra mile to recruit and retain with added benefits would be wise to carefully consider these areas in addition to their total compensation and work-from-home policies. The next generation entering the AEC workforce has had both an upbringing and educational experience that is vastly different from any generation before. While many Zweig Group clients are already reporting increased starting salary expectations for recent graduates, these individuals also have vastly different expectations for policies, work environments, and team structure. In response to this, Zweig Group has launched two brand-new surveys – unlike anything we’ve ever investigated before. The first survey is aimed at new hires (those with fewer than three years of experience in the industry) and investigates both salary expectations and attitudes toward workplace policies, firm culture, leadership, and factors that impact productivity, creativity, and motivation. The second survey asks similar questions, but is aimed at those who are either about to graduate or have just graduated and are considering entering the AEC industry. Both surveys provide survey-takers with a free report of aggregate responses as well as special offers on other Zweig Group resources. The results of these important studies will be imperative in shaping the AEC workplace of the future and will help guide current industry leaders in making some of the most pressing business management decisions of this era. Christina Zweig Niehues is Zweig Group’s director of research and e-commerce. She can be reached at czweig@zweiggroup.com.

PO Box 1528 Fayetteville, AR 72702

Chad Clinehens | Publisher cclinehens@zweiggroup.com Sara Parkman | Senior Editor & Designer sparkman@zweiggroup.com Shirley Che | Contributing Editor sche@zweiggroup.com Liisa Andreassen | Correspondent landreassen@zweiggroup.com Tel: 800-466-6275 Fax: 800-842-1560 Email: info@zweiggroup.com Online: zweiggroup.com/blogs/news Twitter: twitter.com/zweigletter Facebook: facebook.com/Zweig- Group-1030428053722402 Published continuously since 1992 by Zweig Group, Fayetteville, Arkansas, USA. ISSN 1068-1310. Issued weekly (48 issues/year). Free electronic subscription at zweiggroup.com © Copyright 2022, Zweig Group. All rights reserved.

AEC WORKFORCE OF THE FUTURE SURVEYS Zweig Group’s newest surveys investigate salary expectations and attitudes toward workplace policies, firm culture, leadership, and more. If you have fewer than three years’ experience in AEC, please fill out the first survey . If you know someone who is about to graduate or has just graduated and is considering entering AEC, please share the second survey.

THE ZWEIG LETTER MAY 23, 2022, ISSUE 1442

Made with FlippingBook Annual report