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As a result , labour shortages have become a major concern for 95 per cent of construction companies . However , research completed by REC suggests that this concern may not just be due to a lack of available employees , but rather the lack of skills they have . In fact , 76 per cent of construction companies said a shortage of skills is the main barrier to recruitment and 78 per cent said their main concern with their existing workforce is their skill set .

It ’ s clear the skills shortage is causing major challenges for the industry . So , how can construction workers ’ skill sets be improved ? The answer , of course , is effective training .

Effective training is a solution

The most effective way to combat a shortage of skills is to confront the problem head on and increase training . Not only will consistent training help to fill skills gaps , but it will also improve employee satisfaction and , in turn , improve employee retention .

However , introducing effective training is not as simple as rolling out learning programmes for staff . For training to be as impactful as possible it needs to be tailored to their learning requirements as well as the goals of the business .

We ’ ve all experienced our fair share of training , yet all too often , training is mundane and unengaging . For some under-resourced businesses , training has become a ‘ tick box exercise ’, with employees asked to complete one-off written assessments in isolation with no opportunity to practice or receive feedback . This isn ’ t conducive to continued professional development , especially for deskless workers , like those working in construction .

As most deskless roles are hands-on and practical , the most effective training methods will mirror this , offering plenty of opportunity for workers to learn by ‘ doing ’ and repeating to develop long-term skills and muscle memory around key tasks . In fact , our own research has found that 74 per cent of deskless workers prefer face-to-face training or a hybrid approach over online training in isolation . A hands-on approach to learning also allows assessors to observe the employee ’ s use of the skill or knowledge in the workplace , helping them to make a better judgement call on whether the employee is competent or needs further training .

Making learning accessible

Offering plenty of hands-on , practical training is a great step towards creating genuine learning outcomes for employees . However , even then , it ’ s worth remembering that one size doesn ’ t fit all when it comes to learning . Many factors can impact people ’ s ability to complete training effectively , from having different learning styles to simply having limited time . For training to truly make an impact , employers must acknowledge this and ensure learning is made accessible to everyone .

There are plenty of ways training can be tailored to suit individual

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