Embrace Bi-directional Mentorships This Year

The construction industry is facing a serious labor shortage – that’s nothing new – but in conjunction with recruiting difficulties a lack of skills in new hires. According to the Associated General Contractors’ (AGC) 2024 Industry Workforce Analysis, sponsored by Arcoro, 94% of construction firms report they’re having trouble filling skilled, craft positions. This “skills gap” is just as important to address. 

A skills gap is the difference between the skills an employer needs versus the skills that employees have, and construction is facing an ever-widening gap due to the mass retirement of older, skilled workers. That’s why implementing mentorships is so important. 

January is National Mentorship Month, making it the ideal time to start a mentorship program at your business. 

What Does a Good Mentorship Program Look Like? 

Many companies think mentorships involve an older, seasoned worker taking a younger, “green” worker under his or her wing. And, while this is one type of mentor relationship, it really only benefits the younger worker, making it difficult to get experienced workers on board. Instead, consider a bi-directional mentorship program instead. 

Unlike traditional mentor programs where knowledge flows in one direction—from experienced professionals to younger workers—a bi-directional approach encourages learning and collaboration between all levels of employees. While the young worker receives training and advice from an experienced employee, the older worker receives new ideas or perspectives about how to do the job. 

Tips for Starting a Mentorship Program 

Follow these tips for starting your own bi-directional mentorship program.  

Define Your Goals 

Before diving in, identify the objectives of your mentor program. Do you want to improve technical skills, enhance safety practices or build stronger leadership capabilities? Consider how both senior employees and junior team members can benefit from the exchange. For example: 

• Senior employees can gain insights into new technologies or innovative construction techniques. 
• Junior employees can learn from the wealth of practical, hands-on experience of seasoned workers. 

Identify Participants and Pairings 

Start by assessing your workforce. Identify employees who have expertise in critical areas and those eager to learn. Pair individuals based on complementary skills: 

• A seasoned project manager might mentor a young engineer on leadership while learning about new project management software. 
• An experienced welder could guide a new apprentice while receiving insights on modern safety standards. 

Make sure to emphasize mutual respect and a willingness to learn on both sides. 

Develop a Structured Program 

Create a clear framework for the mentorship: 

• Set Expectations: Outline goals, responsibilities and timelines for the program. 
• Schedule Regular Check-ins: Establish bi-weekly or monthly meetings to discuss progress and address challenges. 
• Provide Resources: Offer training materials, templates and discussion guides to support effective mentorship. 

Incorporate Hands-On Learning 

Construction is a hands-on industry, so ensure the program includes practical, on-the-job mentoring. For example: 

• Pair mentors and mentees on specific projects to observe and collaborate. 
• Use real-world challenges to facilitate problem-solving and skill development. 

Create Feedback Loops 

To keep the program dynamic and effective, establish regular feedback mechanisms: 

• Have participants reflect on their experiences and share success stories. 
• Gather input on what’s working and what could be improved. 

This feedback will help refine the program over time. 

Celebrate Achievements 

Recognize and celebrate the growth and contributions of participants. Highlight successful mentor-mentee relationships in company meetings or newsletters to encourage broader participation. 

Measure Success 

Track key metrics to evaluate the program’s effectiveness, such as: 

• Employee satisfaction and retention rates. 
• Skill improvements as reported by participants. 
• Productivity improvements on projects involving mentor-mentee pairs.  

By taking these steps, you can create a thriving bi-directional mentor program that builds stronger teams, improves skill-sharing, and enhances the overall culture of your construction company. 

Here’s How Arcoro can Help 

Arcoro’s Core HR and Learning Management solutions provide companies with the data and insights needed to manage and develop their employees.  

With Core HR, managers have access to reports that track employee goals, training and achievements, positions, KPIs and many more. This information can be used to pair employees in the program. 

Arcoro’s Learning Management offers advanced analytics that gives managers an at-a-glance view of where people are on their development path, and whether they have the knowledge and certifications you need now, or if they would benefit from having a mentor. 

Arcoro’s HR tech gives construction companies the ability to streamline processes while providing them with the data and insights they need to make strategic decisions for the future of the company. 

Ready to strengthen your workforce? Contact us today to see how our solutions can future-proof your workforce.