The construction industry has a bad habit and it’s time we called it out.
Too many construction companies still throw new hires into the deep end with barely any training, guidance, or support. If you’ve been in the field long enough, you’ve either seen it happen or lived it yourself: A new hire shows up, gets a quick walk-through of the project, and by Day 3 is expected to figure it out solo. No structured onboarding, no mentorship – just a “let’s see if they can swim” approach.
And unfortunately, more often than not, they sink. It’s time to rethink training and onboarding.
The Real Cost of a Broken Onboarding Process
When new employees struggle early on, not because they’re not capable, but because they’re not supported, they don’t just disappear. They disengage. They start to doubt themselves. They make preventable mistakes. And sooner or later, they quit…or get let go.
And in an industry facing one of the biggest labor shortages in decades, that’s a disaster.
Turnover doesn’t just cost you time and money. It costs you productivity, reputation, and the long-term potential of someone who could’ve been a rockstar on your team.
Training Is Not a Cost. It’s a Competitive Advantage
The best construction companies understand this. They know that a strong onboarding and mentorship process doesn’t slow them down—it sets them up to move faster in the long run.
A well-trained employee:
- Makes fewer mistakes
- Learns quicker
- Works more efficiently
- And sticks around longer
We’ve seen this firsthand in the companies we partner with. The teams that take the time to invest in their people are the ones delivering quality projects, building stronger cultures, and attracting top talent.
Rethink Training and Onboarding Now
If the industry wants to finally move past the sink-or-swim mentality, here’s where it starts:
- Structured Onboarding: Every role needs a clear and consistent ramp-up process. This isn’t coddling, it’s building a strong foundation and setting clear expectations.
- Hands-On Mentorship: Pair new hires with experienced team members who want to coach. Peer-to-peer learning in construction is powerful, but it has to be intentional.
- Clear Feedback & Growth Paths: Don’t let people flounder. Give them regular feedback and a sense of what’s next. If they’re struggling, teach them. And then watch them improve.
No one expects a brand-new carpenter to frame a house on their first day. So why do we expect new project managers, estimators, or superintendents to thrive with zero guidance?
At Russ Hadick & Associates, We Help Build Teams That Stick
We specialize in connecting construction companies with high-impact professionals, but talent alone isn’t enough. The most successful teams are the ones that set their people up to succeed from Day One.
So if you’re hiring, don’t just fill a seat. Build a future. Invest in your people, and they’ll invest right back into your company.
Contact us to see how we can help.
