In 2022, most of the larger Lithuanian companies operating in the sectors of construction and real estate increased average salaries. According to them, there were several reasons for this: starting with the desire to retain qualified employees and ending with the decision of some to react to the extremely high inflation.
Verslo Žinios analysed the average salary paid in 2022 by 63 largest construction companies, according to 2021 sales revenue based on the data published by the State Social Insurance Fund Board (Sodra). In 2022 , Conres was also included in the top ten list, while the average salary per year increased by 14.5%, up to EUR 2,613.
Valdonė Ugianskienė, the Personnel Manager of the company, says that the salary policy is also shaped by the presence of the company among the leaders of the sector, as it encourages paying a competitive salary that exceeds the average throughout the sector. ‘We continuously monitor and analyse market trends, assess the company’s ability to attract certain projects and determine, accordingly, the flows of recruitment of the required employees. It is important to say that we review remuneration in order to be not a competitive employer but also a fair one – to set a salary that corresponds to the employee’s competence, efforts and results achieved,’ states V. Ugianskienė.
‘In terms of personnel management, we perceive fair salaries as a hygienic factor, but it is not the only important aspect. Work organisation culture, career opportunities and other financial and non-financial benefits allow us to attract and retain not only experienced professionals but also young people who have just graduated,’ she comments.
According to V. Ugianskienė, with the slowdown in the construction sector, especially in the residential segment, the labour supply and demand ratio is adjusting.
‘The market now includes more qualified builders who carry out installation and concreting works, as well as experts with engineering degrees who are implementing projects. We receive a lot of applications for vacant job positions, but sometimes we have to announce re-selections as well because our requirements are not minimal,’ says V. Ugianskienė.
She also says that it is often possible to make job offers to students who have completed internships at the company.
‘Until recently we have found the necessary specialists in Lithuania, and we did not feel the need to search for employees from other countries. However, since the beginning of war in Ukraine, we have been open to accepting employees from Ukraine. It is obvious, however, that at the moment, they are needed more in their own country rather than on our construction sites,’ says V. Ugianskienė.
‘By measuring the employee turnover and recruitment rates, we see that increasingly more Conres interns get employed by our company, and we are also happy when former employees return to work with us; this shows that the chosen measures are effective. Of course, we don’t stop there – the search for effective measures is a constant process for us as we strive to increase employee satisfaction and loyalty,’ concludes the Personnel Manager.