b'From Good to Great: How to Keep Talentworkers to not only move upward but also laterally to and Elevate Team Performancelearn something new or try a different position. Encouraging employees to explore career options within your organization often leads them to a role they genuinely enjoy. Several of our managing directors started as interns, says Chin. Our COO started as an intern and joined Clune full-time after graduation. He began in project management, transitioned to site supervision, helped develop the companys mission-critical department,served as president of our New York office, and is now the COO. Unlock the power of employee input Retaining talent in the construction industry is aMost firms have standard review practices in place, never-ending struggle. Several factors includingsuch as 90-day assessment periods or annual unbalanced supply and demand, rising labor costs,performance reviews. While Clune follows these best and a surge in output fueled by recent legislationpractices, its leaders also make a point to regularly like the Infrastructure Investment and Jobs Act, havecheck in on their staff even when reviews and created a perfect storm.assessments are not involved.The latest statistics say that for every seasonedWe dont just ask how its going, says Chin. We veteran exiting the construction workforce, half arecan all learn from each other, so we ask for peoples backfilled with an entry-level employee, saysinput and suggestions. Were always listening, and Nancy Chin, executive vice president of Clunestheyre always being heard. If someone has an idea, New York region. Were all feeling the strain of thewe let them do the legwork, conduct the research, shortage.present the costs, and explain why we should explore it.Clune has widened its talent pool by considering more diverse recruiting avenues and unconventionalThrough conversations like these, Clune often hires to build a more dynamic and agile workforce.uncovers innovative technology to solve a problem or The company has seen success in hiring throughfinds a smarter way to work through a process. Asking workforce development fellowships and recruitingemployees for their input also helps them know that young professionals with relatable experience. Forthey are valued.example, someone who worked for a moving company that lifts million-dollar pieces of artworkEducation should happen at every level into high-rise buildings may not have construction experience, but they do understand planning,Professional development is offered in several wayslogistics, and safety. and at several levels. Clunes learning and development department promotes multiple But when the labor shortage makes it challenging toopportunities for ongoing education. For example: find new talent, impactful steps can be taken to unveil the hidden potential within your current team. While some of these concepts may seem simple, many companies in the industry overlook them. Its not always about climbing corporate ladders Especially when working with younger talent, employees may not have clear visions of where they want their career paths to lead. Today, these paths dont have to be linear. Instead of climbing the ladder, companies can create opportunities for 20'