Correction: A previous version of this story omitted PCL.
The top spot on Fortune’s 100 Best Workplaces for Millennials this year belongs to a home remodeler, Power Home Remodeling Group. At No. 2 is David Weekley Homes, the 16th largest U.S. home builder.
Other construction businesses on this year’s list of Generation Y’s favorite places to work are big builders Toll Brothers and Standard Pacific Homes, which just merged with Ryland Homes to create the country’s fourth-largest builder; Houston-based Camden Property Trust; and Power Design in St. Petersburg, FL.
What they have in common:
- Feed their young employees’ desire for open communication
- Value risk taking and collaboration
- Maintain a culture of support among employees
- Do not indulge in office politics
Here’s what Fortune learned about these construction-industry employers when it asked the winners' employees to weigh in:
#1 Power Home Remodeling Group
The Chester, PA,-based employer of 1,386 counts 85% of its employees as millennials — younger than 35. In fact, the company’s co-CEOs are 33 and 35, and started their careers with the $310 million exterior home remodeling firm in entry-level jobs in 2003.
"Power focuses on empowering its employees and creating opportunities for advancement," Fortune reports, "ultimately making it the employer of the happiest millennial workers in the U.S."
The reason they’re happy, however, has nothing to do with employee benefits or social perks like an on-site game room. "There’s just the people," one employee told Fortune.
#2 David Weekley Homes
Based in Houston, the 39-year-old homebuilder did $1.1 billion in business last year and employed 1,204; 27% of those employees are millennials.
The two-time winner of the No. 2 spot on Fortune’s list, the builder employs a chaplain to tend to employees’ spiritual needs. And after just one year on the job, any employee — or the employee’s immediate family members — qualifies for a 10% discount on a new David Weekley Home.
After 10 years, an employee may take a six-week sabbatical.
#19 Standard Pacific Homes
Employees at the Irvine, CA-based big builder ring a bell every time a house is built, and describe their employer as having "one of the best workplace cultures in the homebuilding industry."
The $1.9 billion firm, which ranked No. 19 on the Fortune list, has 1,214 employees, 18% of them Gen Yers.
#24 Camden Property Trust
At No. 24 on the Fortune list, the Houston-based apartment building and management company is one of four construction-industry firms to top the ranking of employee-friendly Google (No. 25).
Employees described the 33-year-old, $813 million firm as "camaraderie-filed and fun," pointing to the many baby showers and happy hours held at work. Its 1,746 employees — 41% of them millennials —also enjoy discounted rent on company-owned apartments.
#43 Power Design
An electrical contractor for large construction projects, this Florida firm allows employees a "level of freedom … in the field that is unmatched," one worker told Fortune. "The autonomy makes everything that we do a personal achievement as well as a company one."
No. 43 on the list, the $240 million-a-year contractor employs 796, 32% of them millennials, who told Fortune they felt safe on job sites and are trusted with a high degree of responsibility.
They also said they appreciate ping-pong matches in the break room and an annual family beach day.
#73 PCL Construction
Employees own this Denver-based company which generated $7.1 billion in revenue in the latest fiscal year. Honesty, dynamic culture and passion are among PCL's stated values. In addition to splitting the profits, high achievers can collect bonuses in the range of 5-10% of their salary.
Among the top perks is the annual hockey tournament — the Schmauch Cup. Millennials make up 32% of the 3,030 employee workforce.
#95 Toll Brothers
The 3,500-employee work force of the Horsham, PA-based luxury homebuilder includes 27% millennials, who told Fortune they especially like a policy that allows them to rent or vacation at their employers’ properties around the country at a deep discount.
Cookie contests, bowling parties, casino nights and ball games appeal to employees, who are given a lot of autonomy and responsibility to do their jobs. "People who need more structure and guidance" might not be a good fit here, Fortune noted.
Recruiting the younger cohort
A chronic shortage of skilled labor in the construction industry has led many builders and contractors to embrace a younger work force. But competition for this tech-savvy, eager-to-learn generation is fierce.
Here are eight ways to recruit and retain employees from this large generation:
Tap them for tech. The 18-to-35 generation is the most educated age group in the United States, and its members are eager to show off the skills they bring to job sites. Don’t box young workers with multiple skills into a single job function. Instead, turn to them for help and ideas as the construction business becomes more dependent on technology.
Share your mission. Millennials want to work for companies they believe in and do work that they feel makes a difference in the world. Include young workers in outreach projects and let them in on what your firm does to give back to the community.
Plan for promotions. Motivate your company’s millennials by creating a plan for promotions and pay raises so they understand the opportunities and won’t feel stuck in a job with no growth potential. This is especially important to college-educated employees.
Help them grow. Constantly offer training to millennial employees so they can learn what they need to advance through the ranks; they'll stay on board longer if you do.
Keep them safe. In an era of terrorism and increasing crime, many parents of today’s young adults were hyper-protective of them as they grew. As young employees, they expect — and are entitled to — a safe workplace. But construction sites don’t have a reputation as the safest places to work. Show them yours is safe by following all of the rules, requiring employees to take safety training and hiring safety managers to keep things running smoothly.
Say "thank you." Time magazine dubbed millennials as "The Me Me Me Generation" for a reason: They were raised by parents who let them know how special and treasured they are. While shows of gratitude for good work might not be the norm on a job site or in the back office, make an effort to get to know your young employees, remember birthdays and welcome their suggestions and questions.
Socialize. Generation Y is a social group. Organize after-work happy hours and other opportunities for young employees to kick back with their colleagues. An example: At most of its office locations, DPR Construction in Falls Church, VA, has wine bars that have become gathering spots for meetings, brainstorming and relaxing after work. That firm made Fortune's 2014 list
Get everyone on board.Today's workplaces include such a breadth of age groups that young newcomers could find themselves working side-by-side with colleagues as old as their grandparents. Take the time to acknowledge the challenges of a multigenerational work force. Hold training seminars for employees of all ages to help them learn about and understand generational differences in work styles, traditions, expectations and attitudes.