Most business owners are familiar with the term “Gap Analysis.” A gap analysis helps businesses identify areas where they aren’t reaching their full potential and plan improvements accordingly. You can learn more about gap analyses, find examples, and follow a step-by-step guide to perform one for your business by visiting this link from Smartsheet.
Identifying Personal Performance Gaps in the Construction Industry
What if you applied the same principles to help identify personal gaps in the workplace? Where aren’t you living up to your potential or meeting your career goals? In construction management, individuals often receive advice on improving their performance but may still struggle to make measurable progress in a reasonable time. This lack of progress can lead to decreased job satisfaction for the individual and their supervisor, eventually resulting in a job change. However, the underlying causes of underperformance and the necessary steps to address them often remain unidentified and unaddressed.
Overcoming Obstacles in Transitioning from Assistant Project Manager to Project Manager
One common example in construction management is when an Assistant Project Manager (APM) feels ready to become a Project Manager (PM) or is promoted without proper training, leading to job loss. This failure is often due to the inability to transition from follower (APM) to leader (PM) confidently managing all aspects of a project, including schedule, constructability, financials, reporting, and communication. An APM may excel in documentation and follow-up but fail when handling difficult conversations or new responsibilities without supervision.
We frequently observe candidates promoted from Project Engineer to APM but never advancing to PM with their current employer. Becoming a lead PM requires more than a title and pay increase; it involves acquiring the necessary skills and confidence to keep the job. In construction, “You are only as good as your last project,” and weak project management can lead to extensive executive support and loss of confidence in the project team.
The Associated General Contractors of America (AGC) lists poor project management and client dissatisfaction as the top reasons construction companies fail. Ineffective project management practices—poor planning, lack of coordination, and failure to adhere to schedules—lead to project overruns and client dissatisfaction. Poor communication, unmet expectations, and delays result in negative word-of-mouth, damaging a firm’s reputation and business.
Best Practices for Performance Reviews in Construction Management
Performance reviews in construction management often face challenges because of timing and situational factors. Construction Managers may feel intimidated during reviews and hesitate to request training, fearing it may be seen as a weakness. Senior Managers and Executives might be reluctant to provide constructive criticism, especially when understaffed and needing to retain manpower. Consequently, reviews may lack genuine communication, leading to long-term issues. Without a clear plan to address performance gaps, misunderstandings and unmet expectations persist.
How to Conduct a Gap Analysis for Career Advancement in Construction Management
By applying gap analysis principles to personal career development, individuals in construction management can identify areas for improvement, seek appropriate training, and bridge the gap between current and expected performance, ultimately enhancing job satisfaction and career progression.
What are some ways you as an individual can take to identify your GAP to target in the workplace?
Listen: Pay attention to the indirect messages others are sending you. For example, if you frequently respond with “I’m working on it” when asked about your progress, and others must repeatedly remind you of deadlines, it indicates a communication gap. Instead, acknowledge deadlines proactively and communicate your plan to meet them ahead of time.
Look: In the workplace, people’s expressions toward you often reveal their favorable or unfavorable opinions. Top professionals can recognize body language that indicates whether others are on board with a plan, pleased with performance, or dissatisfied. They understand that skills and experience, without the right attitude from themselves and others, can quickly lead to negative outcomes. If you’re interested in evaluating your workplace attitude, we offer a free assessment called “Attitude in the Workplace.” I scored an 84, so there’s still room for improvement. You can take the assessment here: Attitude in the Workplace.
Learn: Do you know the expectations for your role within your company, the industry, or more specifically from your direct supervisor? Asking others if you are meeting their expectations and being able to accept their feedback without offense or avoidance is crucial. Insight is the first step to understanding what is expected of you. This knowledge allows you to identify and bridge the gap between your current performance and the expected performance in the workplace.
Importance of Skills Training for Construction Professionals
A gap to target for an individual in the workplace typically falls into three categories: skill (hard and soft), attitude, and aptitude. Skills can be taught if you have the right attitude and aptitude. Once you identify and accept your gap to target, you need to decide whether you are willing to put in the time and effort to bridge that gap. Most employers will appreciate your efforts to improve, creating security for you in the workplace and a platform for future career growth.
If you need a guide to help you achieve your career goals in Construction Management, call or text my team at 305-361-0094. What are you waiting for? Go from passenger to pilot of your career.
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