Youth has the future

The sparse influx of young people not only means that there is a "shortage of hands," it also means that a lot has to be done to get the young people who do have their eye on the industry interested in your company and, once they are working there, keep them captivated.

The corona crisis has added another concern: what about the continuity of projects after the crisis? As a sector, we cannot afford a downturn in work for several reasons. One of those reasons is that if things got worse financially, people would have to be sent away. According to the 'last in, first out' principle, that would have to be the young people. And it is precisely those you want to keep, because a lot has been invested in them and you need young blood for business continuity. So where is the rub, in this matter? 

Unknown makes unloved

Before I came into contact with the sector myself, in my role as (final) editor for this magazine, I had no experience whatsoever with the GWW. Road works were difficult, you felt sorry for the people who were doing their work in all weathers, and viaducts and new highways 'suddenly appeared'. No second thought about what was involved. No clue about tenders, construction combinations, sustainability, calculation models and disciplines involved. And with me most of the inhabitants of the Netherlands. The question then arises as to whether schools are providing proper information to students. How can you choose a profession in civil engineering if you don't experience it? Fortunately, the industry is doing everything possible to provide information to young people through sector associations and professional groups. Education is important, the means to educate are brought online and offered in print with joint investment. Still, I wonder what schools are actively doing with that....

Prejudices are there to be dispelled

It's no coincidence that the whole of the Dutch workforce has been considering the phenomenon of "the new way of working" in recent years. For many companies, implementing it is a drama because an entire corporate culture must be upended. The new way of working includes working in project teams, not necessarily at a desk, preferably somewhere where social encounters prevail and then preferably via laptop or tablet. Or from home. Now corona did show us that working from home is fine, if you have an office position. Then again, many employers breathe a sigh of relief when everyone just sits back in the office from 9 to 5. All chickens in the run, with the rooster nearby who can check to see if enough eggs are being laid. The older workers most likely like that, to go back to this work structure. The younger ones already don't like it to begin with. Therefore, they opt for "hipper" professions, where there is no whining about the smartphone being used during working hours, you can grab a cup of tea whenever you want and socializing with your colleagues for a while is seen as a virtue. The preconception that prevails about the GWW is mainly that it is an extremely traditional sector. That would be true, were it not for the fact that more and more companies in the GWW are making the shift to other work structures. Corona has certainly contributed to seeing the light. Working remotely offers many advantages. It would be nice if young people could see that the 'old-fashioned' GWW is rapidly growing in line with today's work requirements. 

The fear of getting dirty hands is fairly widespread among young people. For years in the metal industry, people have been trying to advertise the fact that even the largest metalworking machines are controlled via a tablet. That loading is done via robots. That as an employee you can do your work while 'swiping'. That tablet works like magic. The GWW is also digitizing at a rapid pace... It would be good if there were more advertising of the new ways of working in the industry, whether you are on an excavator, or behind the desk. 

Future-proofing is never out of fashion

What could be better for a starter in the job market than knowing that the company you work for is future-proof? That there are opportunities for advancement and that you are not only guaranteed a secure job, but can shape it over time? Let's focus on that for a moment. Working in ICT or communications ("do something with social media, because then I'll make my hobby my job") is very popular, while insecurity is rampant in those branches. Ultimately, as a young person, you want to have future prospects, rather than hobbling from probationary period to probationary period. Future-proofing has never gone out of style and will always be a plus. The trick is to show those entering the labor market that our sector is no longer old-fashioned, that it does have a long history and that it provides a good living for years and years to come. It is time that we join forces and start a charm offensive.   

As the crow flies

Of course, for practical reasons, it is not possible to accommodate the youth in all their wishes. The people who have to do the job "in the field" cannot wait for an employee to finally arrive, due to "sliding working hours. A machinist who looks at his or her cell phone, instead of paying attention to his or her surroundings, is not helpful either. Still, much can be done. For example, prohibiting people from working part time is out of date. Paternity leave is the most normal thing in the world, and being lenient about it gives you plus points as a company. Office workers who work with targets or tackle projects as a team and are free to choose the location from which they work are more likely to choose your company over a competitor with a time clock. The work does not have to suffer as a result; in fact, in many cases the quality of the work improves.

So the problem is not only in getting the youth excited about our beautiful sector, the question is whether you yourself as a company are ready for it. Being interesting to young people means that your corporate culture must be set up accordingly. Then you can organize complete change sessions as an employer, think you have all the beacons in place ... and then still be surprised by lack of success in that area. This may have to do with the fact that a company culture is formed by people and the 'old guard' nods bravely 'yes and amen' to management, but meanwhile does not cooperate on the shop floor. Part-time employees and home workers are often harassed by the 'nine to fivers' ... Monsterboard once researched this. The reason? Jealousy, misgiving and fear of losing status. Change is done with the whole company, not just on paper.

So wanting to attract youth means creating good conditions. Sending good information to schools, meeting young people where they are, on social media for example. But also: informing your older employees, making them aware of the fact that young people are badly needed. Make it clear that the new way of working is not a privilege that is simply granted to someone who 'does not yet have the status to earn it'. A big job, but not impossible. Know who there are ambassadors within your ranks to carry out such plans and, if necessary, set up a 'task force' that is allowed to think out of the box to attract youth and ensure acceptance in the workplace.

In our industry, we are great at building new roads and diverting raging waters, in all weathers. Take those good qualities inside, into your business.