Amélio for construction
On your jobsites, everything gets measured. Except what drives your tradespeople away.
Before every season, you wonder which of your tradespeople will come back, whether your apprentices will stick it out and whether your foremen will know how to keep their crews together.
to management
When the work loses its meaning, workers leave.
… Or they stay, and quality slips.
Amélio checks morale right on the jobsite, before it gets expensive.
Staying connected to the field, from one service location to the next
"It helps me enormously! I didn't have any indicators before. Without the platform, I'd have to do everything myself, compile the results, or just wing it based on what I see."
Vicky BérardHuman Resources Director, ABTECH Read the ABTECH story →
Your people answer, because they want to be heard
- Text messageThe link goes straight to their cell phone, before or after their shift.
- QR codePost it in the site trailer, at the jobsite entrance or in the lunchroom.
- User codeA personal code for anyone who gets neither email nor texts.
- 29 languagesEvery worker answers in the language they're most comfortable with.
What weighs most on jobsite morale
For each factor, your workers tell you two things: how much it matters to them, and how satisfied they are with it. The gap between the two tells you where to start.
Your results sit alongside those of other construction companies surveyed with Amélio.
Amélio suggests quick, easy actions
-
CommunicationThe week's plan, Monday at break5 min a week+ quality · + motivation -
RecognitionA job well done, called out in front of the crew2 min a week+ quality · + motivation -
Tools and equipmentA "what's missing" list in the site trailer10 min a week+ quality · + motivation -
OnboardingA buddy for every new hireThe first morning+ quality · + motivation -
Quality of workA five-minute walkthrough at the end of the day5 min a day+ quality · + motivation
Sample actions, tailored to each crew based on its diagnostic.
What happens after your first call
Your workers have no software to install. Their phone is all they need, even on the jobsite.
Kathleen Boisclair
Director of Organizational Development
Someone like Kathleen guides you every step of the way, from the first call to your managers' first actions.
| Step | What Amélio does | Your part | |
|---|---|---|---|
| 1 | The first call | We start from your reality: your jobsites, your trades, your crews that move from site to site. Together, we scope a project that fits you. | Tell us about the field. |
| 2 | Preparation | We set up the survey, calibrate the factors to measure and prepare the messages for the site trailer. | You approve, we handle the rest. |
| 3 | Launch | The link goes out by text, the QR code is posted on the jobsite. Your people fill it out on their break, in any of the 29 available languages. | Mention it at the toolbox talk. |
| 4 | Strategic review | We walk you through results that are already analyzed, by jobsite, by crew and by region, with the two or three levers that really move engagement. | Listen and ask your questions. |
| 5 | First actions | Each foreman gets a few simple actions, already tailored to their crew, with a reminder at the right time. Nothing to prepare, it starts this week. | Let them get started. |
Your schedules depend on performance.
A worker who delivers less costs you on every jobsite, even if they never leave: rework, delays, a crew waiting on them.
Training the next generation, from apprentice to foreman
Everyone sees where they stand and the skills they still need to reach the next level, from their first jobsite to leading a crew.
See the career path
Work done right the first time
360 feedback from the foreman and site coworkers shows everyone where they excel and where to improve: quality of work, safety, teamwork.
See 360 feedback
From action plan to one-on-one meeting
Team results don't just sit in a report. Amélio prepares each employee's meeting with their team's context: the goal, the topics to cover, the sensitive points.
See one-on-one meetingsYour jobsites move forward when your crews grow.
Amélio connects performance management to each team's engagement results.
Safety happens in the mind, too
More and more occupational health and safety rules require employers to identify and prevent psychosocial risks just like physical ones. In Quebec, Law 27 makes it mandatory. Overload, lack of support, little recognition: Amélio measures these factors, tracks your actions and helps you document your approach.
What contractors ask us
Our workers don't have an email address. How do they answer?
By text message, with a QR code posted on the jobsite or with a personal user code. The survey is filled out on a phone, in any of the 29 available languages.
Our crews move from site to site all the time. How do we track results?
Results can be viewed by whatever groupings are useful to you, for example by jobsite, by crew or by region. So you can follow a crew even when it moves.
Won't our small crews feel singled out?
No. No results are shown for a group of fewer than 5 respondents, not even to account administrators, and respondents' identities remain confidential. See how we protect anonymity.
Our workers are unionized. Is that an obstacle?
Quite the opposite, it's an advantage. At the bargaining table, talks often stall on wages, and you can't always give union reps what they ask for. But you can act on everything that improves your workers' well-being: the work environment, safety, recognition, the relationship with the foreman, how schedules are organized. The survey shows you which of these levers matter most to your crews. Even when you can't raise wages, you know what to put in place so your people are simply happier at work, without it costing you a fortune. And just asking for their opinion shows you care about them. The survey is confidential, it measures the climate on your jobsites and never an individual's performance, and no results are shown for a group of fewer than 5 respondents.
See the five other questions
We already run a survey once a year. Why change?
Keep it. Instead, ask yourself what changes on the jobsites after the results. Amélio gives each foreman their crew's action plan and automated coaching, for example what to bring up at the next toolbox talk. If something changes during the year, you check progress with a quick pulse survey by text message.
Our foremen don't have time to do HR. What does it ask of them?
Very little. They get simple recommendations for their crew and automated coaching to apply them, for example what to bring up at the next toolbox talk. The analysis is done for them.
Is engagement really a jobsite issue?
Yes, because it affects safety, quality and attendance. According to Gallup's Q12 meta-analysis (11th edition), the most engaged teams have 63% fewer safety incidents than the least engaged.
Can Amélio help us prevent psychosocial risks, for example under Quebec's Law 27?
Yes. The diagnostic measures psychosocial risk factors and helps you document your actions. Our team also offers psychosocial risk advisory services.
Amélio measures engagement. What about our employees' performance?
Amélio also includes a performance management module: a skills-based career path to train the next generation, from apprentice to foreman, 360 feedback on quality of work and safety, and one-on-one meetings. Because it's connected to engagement results, the foreman assesses each person with their team's context, rather than with an isolated score. See performance management.
"It helps me enormously! I didn't have any indicators before."
Measure morale on your jobsites before your next wave of departures.
Show us how your crews are organized: we'll show you how Amélio reaches them, one jobsite at a time.
See Amélio on a jobsite →Not ready for a meeting yet? , a 5-minute video.