Workforce Development Success: Local Solutions to the Labor Shortage

The construction labor shortage isn’t new — but it’s getting worse. Across Michigan and beyond, builders are struggling to find skilled tradespeople, retain reliable workers, and scale teams without sacrificing quality.

And yet, some companies are thriving.

The difference? They’re not waiting for labor to show up — they’re building it from within. Across our network, we’ve seen practical, proven strategies that turn inexperienced workers into valuable crew members and keep veterans engaged for the long haul.

Here’s how successful builders are solving the labor challenge locally.

1. Creating a Clear Onboarding and Training Program

The best crews start with structured, repeatable onboarding.

Successful builders:

• Assign new hires a “first 2 weeks” checklist

• Use simple training sheets with visual instructions

• Pair each new team member with a mentor or crew lead

• Train to company standards — not just “how the last guy did it”

Bonus: Having a clear system makes it easier to train multiple new hires at once — reducing chaos on fast-growing teams.

2. Promoting From Within — With a Plan

Builders retaining talent aren’t just paying well — they’re showing a path forward.

That looks like:

• Defined roles and levels (e.g., Laborer → Apprentice → Lead Carpenter)

• Skill checklists and performance reviews that guide promotions

• Opportunities to learn estimating, management, or specialty trades

• Crew leads trained on how to lead — not just how to build

This turns jobs into careers — and reduces turnover dramatically.

3. Partnering With Local Schools and Programs

Some builders are getting ahead of the curve by working with:

• Vocational tech schools and high school trades programs

• Local colleges with construction management or skilled trades tracks

• Workforce development nonprofits and veteran retraining programs

By showing up early (guest speaking, offering job shadows, donating materials), they build a pipeline before the competition even shows up.

4. Building Culture That People Want to Be Part Of

Retention doesn’t start with a paycheck — it starts with a reason to stay.

Top-performing teams:

• Celebrate wins (team lunches, shoutouts, end-of-week huddles)

• Prioritize safety and respect on every jobsite

• Involve crews in planning and problem-solving

• Offer flexibility when possible (especially for family needs or weather delays)

It’s not about making things easy — it’s about making people feel valued.

5. Investing in Tools That Make Workers More Productive

Tired crews quit. Productive crews stay engaged.

Builders keeping labor costs under control are:

• Using prefabrication where possible to reduce jobsite fatigue

• Keeping tools and materials organized and accessible

• Ensuring trucks are loaded efficiently and restocked consistently

• Automating repetitive tasks through tech (e.g., time tracking, site reporting)

By making work smoother, they make it more satisfying — and scalable.

Final Thought

You can’t fix the labor shortage overnight. But you can build a company where people want to stay and grow. The builders doing that today will have the strongest crews — and the most successful businesses — tomorrow.

At CMS, we support that vision by providing consistent service, material accuracy, and delivery coordination that helps your team stay focused and productive.

Looking for a supplier that supports your workforce with on-time delivery and real-jobsite support?
📞 Contact Construction Material Specialists — the partner behind the builders who keep their teams moving.