RT-414

Developing the Next Generation of Frontline Supervisors

Objective and Questions

The primary objectives of this project are:

1. Develop guidance and tangible practices for the development of frontline supervisors.

2. Develop strategies and practices for retention of supervisors.

The primary question to be addressed by this research is: What does a good frontline supervisor look like today and what skills will he or she need for future work, workers, and technologies? Some other questions to be answered include the following:

• What will be the role of frontline supervisors considering tomorrow’s technology, work, and work environment?
• What training programs are currently implemented for frontline supervisors?
  • What training is required beyond technical skills (e.g., people skills, expectations, human relations, contracts, and “project management 101”)?
  • What roadblocks keep companies from providing the appropriate training for frontline supervisors?
• How can frontline supervisors maintain a close connection to the work (e.g., the physical aspects of construction work) amid an increase in technologies that puts them in a virtual world and separates them from the physical work? How can technology enable supervisors to spend more time on site performing value-adding work?
• How can qualified frontline supervisors be recruited and retained, beyond just increasing pay (e.g., offering recognition, benefits, and career paths for advancement)?
  • How does the industry work with the cyclical nature of the work to retain a qualified supervisor?
• How do companies identify future frontline supervisors?
  • How do companies successfully transition individuals from craft to supervisory roles
• How can the industry address the certification of frontline supervisors?
   

Expected Outcomes

The main expected outcomes of this project include:

• The expected roles and responsibilities of frontline supervisors as the construction industry changes and technology use increases
• Tangible practices to recruit, retain, and train effective supervisors who can help organizations be more productive while addressing craftworker issues. Specific outcomes may include:
  • Curriculum for supervisor development (considering a mix of soft and technical skills)
  • Metrics for the evaluation of supervisors’ skills or for the identification of craftworkers who can be promoted to supervisors
  • Case studies and examples that help organizations understand and replicate the recommended practices
  • Identification of promising technologies that streamline communications

Launched 2023