A GUIDE FOR CAPITAL CONSTRUCTION
5 SIGNS IT ’S TIME TO UPDATE YOUR SOFTWARE SOLUTION
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YOUR FRONT-LINE WORKERS ARE BURNT OUT
While executive stakeholders set the course for navigating an organization’s future, the front-line workers are the ones responsible for maintaining its present. Few people better understand the strengths and challenges of an organization, the intricacies and limitations of a site, and the realistic capabilities of a project better than front-line contributors. And yet, due to the construction industry’s long hours, irregular work environments, and often inconsistent working rhythms, construction professionals are at high risk for employee burnout.
It certainly doesn’t help when the software that should make things easier adds unnecessary complexity to an already stressful work environment. Grinding through slow software and repetitive tasks makes the workday harder than it ought to be. If different contributors consistently comment on similar issues, it may be time to make a change.
Many tasks like document control and even estimating can be expedited through automation or improved with AI. By removing redundant responsibilities, employees can reclaim their time and focus instead on higher-value, more fulfilling projects. This shift to software-assisted performance can not only improve productivity but also reduce stress and improve overall company morale.
Grinding through slow software and the same repetitive tasks makes the workday harder than it ought to be.
GETTING YOUR TEAM ON BOARD
Onboarding new tools can be an intimidating process for any organization. The key to successful software adoption is ensuring your colleagues understand what’s happening and why you’re making the change.
Start by establishing a clear, repeatable vision for your organization’s future—“We want to make it easier to find critical project documents,” or “We want to help reduce the time it takes to deliver a project estimate.”
Then, remind teams that this shift aims to enhance their daily operations, not complicate them (or worse, replace them). Once those points are clear, let your front-line teams own the onboarding experience. Let them tell you what is and isn’t working and empower them to identify a solution.
Let [your team] tell you what is and isn’t working and empower them to identify a solution.