Build a stronger, more sustainable business with our exclusive Blueprints for Success webinar series. Designed for construction leaders, each session delivers actionable insights from industry experts on essential topics like tax strategy, succession planning, leadership development, and more.
Culture in construction isn’t just about policies or slogans—it’s about how people show up on the job every day. A good culture means leaders are present, crews feel valued, and trust runs deep. It’s the difference between a team that looks out for each other and one that’s just punching the clock.
Inflation is a major concern for retirees, but it’s just one of many financial factors to consider when planning for retirement. Unlike during your working years—when salaries and bonuses may increase with inflation—retirees must rely on savings, investments, and business assets to maintain their lifestyle.
Our recent webinar with HORNE coaches Tara Chrisco and Mary Ivon Montgomery discussed the key items to consider when building a coaching culture within your organization. Here’s a look at the key takeaways:
As the backbone of America’s infrastructure, the construction industry faces a hidden crisis that demands urgent attention—making suicide prevention a core safety priority.
With the highest suicide rate of any occupation, the construction workforce faces unique challenges that require targeted support. Join us for a Lunch and Learn session focused on mental health and suicide prevention tailored specifically for the construction industry.
Navigating medical marijuana in the workplace can be complex, but we have the expertise to ease your concerns, provide practical guidance and help you feel more prepared. Interested in learning more? View our recent webinar below and key takeaways to ensure you’re equipped to maintain a safe and compliant workplace.
Mary Ivon Montgomery is a manager within HORNE’s Construction team with a focus on people solutions.
Step into the world of effective crisis communication tailored specifically for the construction sector. Whether you’re managing large-scale developments or overseeing on-site operations, we have practical insights in the webinar below to help you navigate uncertainties with confidence.
Are you confident that your team is prepared for an OSHA site visit? If the answer is no, or if you want to be more prepared, then join us as we explore the essentials of OSHA compliance and navigate the process of handling inspections and injury reporting.
Addressing performance issues within your team can be difficult.
Does your business currently have a new employee evaluation process? Navigating the intricacies of new hire evaluations can be daunting, especially in the construction industry.
Are you prepared for an unemployment hearing? Navigating the intricacies of unemployment hearings can be daunting, especially in the construction industry.
In the ever-evolving world of construction, a meticulously crafted handbook is your North Star, providing essential guidance for both employers and construction crews amidst the intricacies of company policies, expectations, and values.
We work with enough leaders like you to know that hard conversations are scary in their own way. You probably wouldn’t use the word “scary,” but there are real fears that get in the way.
How do you feel when you know you’ve got to have a hard conversation with someone?
Have you ever felt unappreciated? What was the situation? How did that impact you? Whether you’re aware of it or not, appreciation is a deep human need.
We hear it all the time: it’s hard to hire and keep people. There is obviously truth to this.
If you have any trouble finding, hiring, developing or keeping people—you should care about the Employee Lifecycle.
What does it mean, practically, to “get people on board” with change? It often boils down to communication. Specifically, effective change communication is: early and often, clear and compelling and other-centered.
Getting skeptics on board with change is very, very hard. Not impossible, but hard. If someone’s skeptical, it’s probably for one of two reasons.
Change is easier when people are actually excited about it. So, to change well, find out what people actually want—what would make them most excited if they saw it—and then incorporate as much of that as you can.
Change is everywhere. It can hurt us or make us stronger. It can divide us or bring us together. We believe one key thing can make the difference: how leaders prepare for, communicate during, and persist through change.
Many leaders approach hard conversations the wrong way. The two most common mistakes we see are (1) allowing your emotions to set the tone and (2) making judgments about a person.
Recently we helped a family-owned general contractor re-engage two key employees. One was a supervisor whose future was in question as a large job was winding down. The other was a back office team member who’d become demotivated. Both were valuable to the business. The owners wanted to know: How can we help them stay?
In this article, we’re focused on hiring. Almost all of our clients tell us it’s hard. Whether it’s unskilled labor, project managers, estimators, supervisors or executives—they’re all hard to find, and increasingly hard to keep.
In today’s evolving workplaces, it’s common to see baby boomers to gen z working together in the same company. How can different generations work together with different value systems, approaches to work-life balance and skill sets?
The workplace is no stranger to diversity, including race, religion and culture. But in the last few years, there has been a significant increase in the diversity and differences in generations.
Those in management positions or roles of influence should learn the best ways to connect and manage each generation in a way that encourages a strong sense of community.
By 2030, all baby boomers will be 65 or older. Not to mention that many Gen Xers — or those born between 1965 and 1980 — are now in their 50s. Combined with workforce changes brought about by the COVID-19 pandemic and the ongoing “Great Resignation,” the potential for knowledge loss is growing across all industries.
When it comes to sustaining or growing a business today, the status quo isn’t good enough anymore. We are in exponential times where the change around us is no longer incremental and we must anticipate the opportunities and challenges facing us in the future.
A critical challenge facing businesses today is leadership development. Opportunities for exponential growth and succession of various leadership roles require companies to plan and be intentional to develop the leaders to secure a bright and growing future.
Large and small businesses have gone through massive changes in the past few years. Many saw their profits fall; they lost employees and suffered from supply chain issues.
The global pandemic reshaped the way we work. Not only did it expedite the shift to remote teams, it also highlighted the importance of work-life balance and allowed many workers to re-think their personal and career goals.
Courtney Bishnoi, Vice President of Quality and Programs at the American Health Care Association and National Center of Assisted Living joins this episode to promote the adoption of safe and effective COVID-19 vaccines. AHCA/NCAL launched the #GetVaccinated campaign as a way to share strategies to improve staff vaccination rates, debunk myths, and share important facts about the vaccine. They have made available important resources you can access at getvaccinated.us.
“That won’t ever happen.” That is what I told my father-in-law, Ralph, every time he wanted to discuss what I should do if he were to pass away before his father did.
Getting paid wages from the same day you work? It may sound like something from the future but it’s already here, and it’s a trend that isn’t going away.
Bruce Walt is a partner at HORNE where he leads business development for business strategy, data and technology, learning and development, marketing, and process transformation solutions.