The Construction Learning Deficit

The construction industry, especially some small residential companies, values "knowing" over "learning," creating a culture where workers are expected to already have the necessary skills without proper training. This results in employees struggling to figure things out on their own, often hiding knowledge gaps to avoid losing opportunities, and makes the industry unattractive to people who want to learn.

The Problem:

There is little investment in training, despite the industry’s reliance on skilled workers. Employees are pressured to perform without structured learning, leading to inefficiencies and burnout. A culture of ego and expertise discourages collaboration and asking questions.

Suggestions for Improvement:

Structured Onboarding – Mentorship, clear training resources, and skills assessments help new hires succeed.
Continuous Training – Beyond safety, companies should provide ongoing skills development through workshops and expert demonstrations.
Leveraging Technology – VR, mobile learning, and video tutorials make training more effective and accessible.
Encouraging Questions – Leaders should normalize asking for help and reward curiosity to foster a growth mindset.
Leadership Development – Training foremen and supervisors in mentorship improves team learning and morale.
Training as a Promotion Path – Advancement should be based on competency and leadership, not just tenure.

With a growing labor shortage and an aging workforce, investing in training will attract new talent, retain skilled workers, and improve the industry. Shifting construction culture from "knowing" to "learning" is key to long-term success.

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