Career and Succession Management for Construction and Real Estate
Named backups for the roles that cannot be vacant.
What this looks like in construction and real estate
The parts of career and succession management that are specific to this sector, rather than general.
Careers Across Projects
Progression when every project is temporary.
What this coversHide
Careers Across Projects
Progression when every project is temporary.
What this coversHideProject-based businesses struggle with careers because the natural unit of employment is the project. People conclude their employment ends with the phase, and act accordingly.
- Trade worker
- Charge hand
- Site supervisor
- Site engineer or in-charge
- Project manager
- Progression criteria independent of any single project
- Redeployment pipeline visible to staff before demobilisation
- Site engineer and project manager succession mapped
- Cross-trade movement where skills allow
- Certification and qualification support tied to the next step
- Retention of key site staff between projects, deliberately funded
Funding a gap between projects for staff you want to keep is cheaper than rehiring and re-inducting, and it is the decision that converts project work into a career.
The general method — what career and succession management covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the succession and leadership development page. What is above is the part that differs for construction and real estate.
Other HR topics for construction and real estate
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for construction and real estate, or another industry.