By Tom Austin-Morgan

“Companies are recognising that they need to value and invest in their staff,” says Sally Devine, CIHT Learn Associate. “And that should start at the beginning of their careers, as young people in particular are looking for career paths with immediate training and added benefits, and they will compare companies like-for-like.”

Devine adds that companies that have a clear and easy-to-navigate training and careers pathway and who invest in their staff see a greater retention of their workforce. Well trained staff also support strategic growth and development of the business.

“This used to be a conversation I would have with consultants,” Devine explains. “But I’m now having it across the board with supply chain operatives who want to get their staff through professional qualifications, like EngTech. Not only is it good for the company to have professionally qualified people, but it’s good for the individual in terms of self-esteem and career progression.”

To help those starting out in the sector,  among CIHT Learn’s 90+ accredited courses, CIHT has set up a four-module course called ‘Introduction to Highways and Transport’. “It explains and maps the sector, who works in it, what they do and how they engage with one another. It also focuses on legislation, funding, the big projects and how the government works with the sector,” continues Devine.

“We set it up to support a company’s onboarding process for graduates and apprentices, but as we’ve moved forward, wider groups of people have found it helpful. Middle managers have reviewed the course and have said they’ve learned a thing or two.

“The course has proved useful for new entrants with transferable skills, and for those coming to the UK to work, as it gives a rounded perspective on how the whole sector fits together.”

CIHT is also collaborating with National Highways and the Supply Chain Safety Leadership Group, developing training for supervisors that not only supports operational needs, but also ‘softer management skills’. “Supervisor Skills Level 1 consists of 9 one-hour modules and is for someone at the beginning of their career, in charge of a small team on site. We’ve seen a huge demand for this course, so much so, that the course has recently been awarded CITB funding,” Devine finishes.

Helping early career professionals 

Engineering consultancy company, Sweco, offers a two-year blended learning graduate scheme.

Rav Kaur, Early Careers Manager, Sweco, says: “Our programme is specifically designed to support both the technical skills that the early career contingent needs to know by providing them access to subject matter experts. Alongside that it focuses on the skills development that supports transition from university to corporate life to become an all-round consultant.”

Kaur says that the purpose of the course is that once the individual has finished, during which they’ve learned face-to-face from experts on specific subjects relevant to their future roles, they can be introduced to a client immediately with all the technical and soft skills necessary to communicate effectively and with confidence, avoiding ‘imposter syndrome’.

Wider in the business, Sweco provide buddies and mentors for new starters as well as employee networks for women, LGBTQ+, and those with disabilities which it says helps with a feeling of inclusion which, in turn, leads to retention.

“Some of Generation Z who are now entering the workforce are looking for the next, best thing, and that’s not always in our industry,” warns Kaur. “Social media has driven a desire to be successful and success doesn’t always [equal] longevity in your career anymore. Others want to progress faster than they are ready to as well, so it’s about having open conversations with their mentors, giving them the confidence to talk about it and for managers to be realistic in their discussions.”

Engineering and professional services consultancy, WSP, say that investing in its people’s development is the key to success and that it fosters a culture of continuous learning.

Caroline Tong, Managing Director, Intelligent Infrastructure and Roads at WSP, says: “We’re proud that 11% of our UK workforce is in ‘earn and learn’ positions, including apprenticeships, graduate schemes, and placements. These opportunities give young professionals hands-on experience from day one, offering fresh perspectives and real-world learning.”

WSP recently partnered with Bloom to provide tailored coaching for people managers, alongside mentoring opportunities and company-wide training via WSP Learns.

“Retention is just as important as recruitment,” Tong adds. “Through our Employee Resource Groups, we foster an inclusive, supportive workplace where everyone belongs. By creating an environment where the brightest minds can thrive, we enable our people to make a lasting impact on the communities we serve.”

Take CIHT’s Introduction to highways and transportation course now.

To find out more about Supervisor Skills level one, please contact e: Sally.Devine@ciht.org.uk 

Image: the importance of support in work; credit: Shutterstock.