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CHRISTY ZWEIG NIEHUES , from page 1
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■ ■ This age range also is more likely to be unhappy with compensation for overtime, compensation for extraordinary effort, and work-life balance (4.26/5 vs. 4.5/5 or higher for those older than 39 years of age). They are also least satisfied with parental leave, since they are most impacted by these policies (3.97/5 vs. 4.5/5 or higher for those over the age of 39). What can we do to help? Start with retention of the good people you have, and adequate preparation/resources for new hires! It’s clear that individuals in this age and experience range want to do more than just make money. They want to feel effective in their role and make an impact in their organization and on the people around them. This group also wants to feel prepared for challenges and learn from and relate to other people who are in similar situations. Training programs, like Zweig Group’s Leadership Skills for AEC Professionals can help. This course is designed for leaders at all levels with an emphasis on aspiring, emerging, and mid-level leaders. It’s intended to prepare professionals for their increasing roles and responsibilities as team leaders and client managers. Training programs for project managers can also help facilitate the transition from technical to management/leadership roles by helping people in these roles feel prepared, capable, and impactful in new roles. In addition to providing training opportunities, make sure your policies are contemporary and supportive of individuals in all age and experience levels in your organization. More than half of firms surveyed report they have added “flex-time for all employees” as a benefit during the previous two-year (pandemic) period. One of the top benefits of new flexible and remote work polices are that they have enabled firms to hire new candidates who might not have been considered pre-pandemic due to their preference for remote or work-from-home options. Firms that are rejecting these polices put themselves in a tenuous position – we’ve seen a lot of recruiters, even ones with small and mostly local practices, being hired to find remote workers for larger markets. This isn’t a surprise, but reinforces that the recruiting game will continue to change as some firms resist flexible work and other firms can hire people in other states through flexible work arrangements that are no longer bound by geographic restrictions. Fill your firm’s biggest hiring gap with leaders and future leaders! But in order to do so, firms are going to have to give these people the tools to succeed and the opportunity to set their own schedules in a responsible manner. Christina Zweig Niehues is Zweig Group’s director of research and e-commerce. She can be reached at czweig@zweiggroup.com.
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LEADERSHIP SKILLS FOR AEC PROFESSIONALS Practical leadership skills are vital to the health and success of every company in any industry. This in-person program provides AEC professionals with the skills to become more competent leaders and helps attendees develop and affirm the leadership skills, strategies, and techniques necessary to grow personally and professionally. Join us in New Orleans in February. Click here to learn more!
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THE ZWEIG LETTER JANUARY 24, 2022, ISSUE 1425
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