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Unlocking Workforce Growth: Overcoming Barriers in Employee Development

In today’s labour-short market, businesses are struggling to attract and retain talent. The Career Hub, created to bridge the gap between employers and job seekers, has evolved to address this issue by collaborating with various sponsors, employment agencies, and unions. Yet, many companies are still falling short in their approach to employee development. This gap leads to the first critical question: What is holding businesses back from effectively growing their workforce?

Current Workforce Challenges

Agnes and Leslie from AMC Services have pinpointed a key issue: the workforce shortage is not because there aren’t enough people—it’s because companies aren’t investing in their growth. Many organizations treat employees as transactional resources, focusing on short-term needs and overlooking long-term development opportunities. This lack of investment leads to high turnover and disengaged employees.

A recent poll revealed several barriers preventing businesses from fully embracing employee learning and development, particularly in the architecture, engineering, and construction (AEC) industry. The results highlight the following challenges:

Key Barriers for Businesses

  • Leadership and Culture (70.83%)
    The majority of respondents cited poor leadership support and a resistance to change as the primary reasons behind stalled employee development initiatives. Without strong leadership driving the agenda, creating a learning-focused culture becomes an uphill battle.
  • Finance and Resource Constraints (23.16%)
    Budget limitations, inadequate staffing for learning and development (L&D), and insufficient infrastructure are significant obstacles. With limited resources, many businesses fail to prioritize employee growth.
  • Alignment & Measurement (6.75%)
    Some companies struggle to align L&D initiatives with broader business goals, making it difficult to measure their effectiveness and justify continued investment.
  • Staff Engagement & Logistics (7.75%)
    Low employee engagement and time constraints often prevent businesses from implementing effective training and development programs. Without proper buy-in from staff, even the best-designed programs fall flat.

Breaking the Cycle of Short-Term Thinking

While awareness of learning opportunities is essential, the more profound issue lies in how businesses approach employee development. Companies often resort to transactional, short-term solutions that address immediate staffing needs but fail to invest in meaningful long-term strategies. This approach results in a revolving door of employees, where high turnover and poor management are ongoing problems.

Agnes and Leslie emphasize that the real challenge is transforming this mindset. It’s not enough to merely access learning opportunities; organizations need to focus on building a culture of engagement and holistic employee growth. For companies to thrive, they must adopt strategies that emphasize long-term employee development.

Regional Differences in Workforce Development

Interestingly, attitudes toward employee development vary across Canada. Western provinces have been more proactive, with industry associations working together to drive meaningful change. In contrast, regions like Ontario have seen slower progress, as individual associations pursue their own paths, which can fragment efforts.

The Importance of Investing in People

In the construction industry, where 80-90% of workers are neurodivergent, investing in employees is critical. Employers must create development pathways that cater to a diverse workforce, including those with learning difficulties and mental health challenges. By fostering employee growth, businesses can reduce turnover and save money, as the cost of losing and replacing staff can be substantial.

Solutions for Businesses

To help businesses overcome these challenges, Agnes and Leslie offer a comprehensive three-step approach:

  1. Discovery: Auditing existing practices to identify gaps.
  2. Design: Developing tailored programs that align with company goals and budgets.
  3. Delivery: Managing resistance and ensuring the successful implementation of these programs.

Through this approach, they help businesses improve onboarding, build career pathways, and foster a culture of continuous growth and engagement.

Watch the Webinar

These pressing issues will be explored in-depth during this webinar, hosted by Agnes and Leslie. They will discuss how businesses can attract, retain, and develop talent through better onboarding, learning, and technology strategies. Don’t miss this opportunity to transform your workforce and drive growth! View on-demand today.