Move over job hoppers: there is a quiet trend happening in today’s workforce that is shaking up the traditional narrative. Job hugging just might be the new workforce trend to watch, as a new report suggests employees are clinging tighter to their current roles.
This is according to the Eagle Hill Consulting Employee Retention Index, which suggests workers are more reluctant than ever to make a move. The data shows us Millennials and female employees are more likely to stay put and gen X and male workers are more inclined to leave in the coming months.
All four sub-indices of the Eagle Hill Consulting Retention Index—culture, compensation, organizational confidence, and job market opportunity—showed variability across different demographics. However, September marked a notable shift, with employee sentiment improving significantly across all four areas. Among the most notable changes were a surge in confidence in organizational leadership and an increase in the number of employees who believe they have opportunities to grow their compensation within their current organization.
The Labor Crunch in Construction
Turning our attention specifically to the construction industry, we see the construction industry is in a full-blown talent crisis at the moment. According to a recent survey, 94% of firms report difficulty filling roles. And, still, only roughly 14% of the construction workforce are women, which is a stark contrast to the 47% female representation across all U.S. industries, according to recent research from EPD—a provider of aftermarket parts for industrial and construction machinery.
The research suggests there are only 8.2% women in radio and telecommunications equipment installers and only 2.7% women electricians, but there is opportunity for growth in both. Further, there are only 9.4% women in construction management roles.
From Job Hugging to Industry Hugging
Here’s the big takeaway: when workers “job hug,” they signal a need for stability, growth, and purpose. Those same values are what women are looking for when considering careers—especially in industries like construction.
Looking to the future, construction should consider building a workplace that works for all people because the reality is retention is all about employee engagement. Companies need to engage the workforce with purpose, not just pay. They need to build pipelines that match skill development to business needs. And they need to broaden the talent pool in places they have historically overlooked. And, yes, that means bringing women to construction.
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