Good news is abundant for the U.S. construction industry. In 2018 alone, unemployment was a mere 4.1%, a number unseen since 2000, and average hourly earnings exceeded the $30 mark for the first time, $3 higher than the national average. Overall, everyone is happy.

A QuickBooks Payroll survey involving 1,000 employees from companies with 20 workers or fewer supports this, as three in four respondents (76%) say they are either “satisfied” or “very satisfied” with their current job.

Respondents in construction mirror this state of contentment, with 73% echoing the same sentiment.

Recognition and rewards boost productivity and motivation

Despite the high ratings, 2 in 10 employees are planning to change their jobs in the next two years. When asked about the imminent departure, respondents cited better opportunities, lacking benefits, feeling underpaid and feeling undervalued as their top reasons. While the first factor may be out of an employer’s control, the other three are not.

The average for respondents in non-construction industries enjoying incentives such as recognition awards, bonuses and annual raises is less than 10%. But that number is halved for construction employees in the survey, suggesting a total compensation package is not yet the norm for this sector. It should be easy to see how such incentives can help make employees in any industry feel more invested while creating a stronger sense of belonging to the job.

Appealing to underused resources to develop the workforce

Women make up less than 10% of the construction workforce in the United States, and they’re constantly breaking the mold for those who build. Women in construction make 97 cents for every dollar a man makes, compared to the national average of 80 cents. Many nationally recognized groups—such as the National Association of Women in Construction, Women in Construction Operations, and Women Construction Owners and Executives USA—provide an array of services, from providing mentorship to offering networking opportunities.

And business owners can create their own. Gray Construction is a design-build firm specializing in engineering, architecture and construction services in Lexington, Ky. It offers a paid internship program where college students can gain hands-on experience and pair with mentors throughout the organization. In the case of Gray Construction, Project Engineer Jeanne Kelly and Manager for Project Cost Control Rebekah Gray are the results of 2015 and 1998 internships, respectively.

Use technology to grow the business and nurture employees

When it comes to technology, there simply is no alternative, though many admit they have yet to use the full potential of digitization. Technology is also crucial in recruiting and retaining the next-generation workforce of digital natives. Free employees from unnecessary paperwork and antiquated processes, so they can do their best work, grow their skill sets and boost the business’ profitability and productivity.

The reality in a candidate-driven market is the talent picks the employer, and existing employees have become a business’ most valuable ambassadors. The good news is that employees have spoken, the times are good and everyone can benefit from it. The challenge now is for employers to use it to create the ultimate compensation package.