In construction, technical expertise may help you get a foot in the door on project bids, but great leaders are defined by their emotional intelligence (EI). It’s EI that ensures teams stay productive, engaged, and safe until the final walkthrough. For company owners, equipping your foremen and superintendents with emotional intelligence isn’t a luxury; it’s a leadership necessity. This becomes especially critical for attracting and retaining the newest generation in the workplace.
Attracting and retaining Generation Z, the generation born between 1997 and 2012, is vital for your construction company’s growth. Gen Z offers new energy and technology skills in the field — but engaging them requires a different approach.
Emotional intelligence is the ability to recognize, understand, and manage one’s own emotions, as well as those of others.
In construction, we see leaders every day who have trouble with their workforce showing up consistently and on time. The culprit in these cases trends toward the overall company culture, not the individual worker. Leaders who use EI excel at building trust, accountability, and respect, the keys to maintaining a motivated workforce.
What does it take to develop and show emotional intelligence?
| Your local Komatsu America Corp dealer |
|---|
| WPI |
| Kirby-Smith Machinery |
Self-Awareness
Foremen and superintendents must first understand their own triggers and stressors. When leaders are aware of how they react under pressure, they can choose measured responses instead of knee-jerk reactions, which sets the emotional tone for the entire crew. Self-aware field leaders pause, consider their response, and set a calm, focused example for their teams.
Empathy
Empathetic leaders recognize when team members are frustrated, overwhelmed, or disengaged. They listen with the intent to validate concerns, make workers feel heard, and build trust — a powerful motivator for retention and performance.
Clear Communication
Emotionally intelligent leaders pay attention to how they deliver messages and tailor their communication style based on the needs and emotions of the team. Whether delivering difficult feedback or managing job site tension, they choose words thoughtfully and speak with clarity and sensitivity, reducing misunderstandings and conflict.
Conflict Resolution
On any job site, disagreements happen and frustration can build. Leaders high in EI diffuse tension by listening as much as they speak, mediating calmly, and guiding their teams toward solutions instead of standoffs. Great leaders approach conflict with patience and fairness.
| Your local Wirtgen America dealer |
|---|
| Kirby-Smith Machinery |
Adaptability
Emotionally intelligent leaders remain flexible and positive when plans change or setbacks occur. Their composure, steadiness, and resilience inspire the same in their teams.
Start with self. If your field leaders have never taken a personality assessment or participated in leadership training, begin by cultivating those insights and skills.
Field leaders with emotional intelligence boost morale, improve safety, and enhance productivity — results that directly impact your bottom line. When foremen and superintendents use emotional intelligence, they create safer, more productive, more loyal teams. Investing in EI training for project leaders isn’t just good for your teams; it’s good for business.
Here are five ways to combine emotional intelligence with industry advancements to keep quality Gen Z employees engaged and thriving on your job sites.
| Your local Hitachi dealer |
|---|
| CLM Equipment Co |
Communicate Purpose and Transparency
Gen Z wants meaningful work, clear communication, and transparent practices. Share your project plans and how each role impacts the project and surrounding community. Frequent project updates — including change orders, materials, instructions, and budget — provide context and help them feel connected and motivated.
Modernize Training
Digital natives prefer interactive, technology-driven learning. Invest in digital training modules, mentorship programs, and hands-on experiences. Use apps and online platforms to create engaging development opportunities and provide feedback that supports growth. Gen Z responds well to personalized development plans and frequent feedback.
Leverage Technology
Demonstrate that your company is innovative by equipping your job sites with modern tools like tablets, project management apps, and drones. This not only streamlines operations but shows Gen Z that you are forwarding thinking and value progress and efficiency.
Promote Collaboration, Inclusion, and Wellness
Gen Z values teamwork and diverse perspectives. They’re likely to remain loyal to employers who respect their well-being and personal time. Foster a culture of respect and open communication, where their ideas are welcomed and collaboration is encouraged. Look for opportunities to introduce flexibility, rotating shifts, wellness initiatives, or mental health resources.
| Your local Leica Geosystems Inc dealer |
|---|
| Laser Specialist inc |
Recognize and Reward Efforts
Public acknowledgment goes a long way. Celebrate accomplishments through shout-outs, awards, or certifications. Recognition motivates Gen Z to invest in their work and further develop their skills.
Wondering where to start? You can show Gen Z that you are forward thinking by incorporating technology into their onboarding process and first few days at work. You can also assign a buddy who can keep them accountable for arriving on time, show them how to dress and where to go, and create a feeling of security so they can ask questions without feeling anxious.
Engaging Gen Z in your workforce may require a few tweaks to your usual approach, but developing EI skills in foremen and superintendents and incorporating technology tools can increase safety, productivity, and retention across your teams.
Jennifer Comella is a Learning and Development Senior Manager at CBIZ.
