Truss manufacturers looking to attract younger truss designers might want to think outside of the box. We have found one key issue affecting many Gen-Z truss designers and have a solution that may help entice them to your company—offering a Gen-Z-preferred workweek.
Consider this: Gen-Z has a different culture than Boomers, Gen-X, and even many Millennials. They value personal time with family, friends, and for themselves over work. They grew up during the “Great Recession” and started their career during COVID, so their experiences are different and it stands to reason that their values are not always aligned with ours. Not that it is bad, just different life experiences leading to different values. For Gen-Z, knowing they can plan a weekend getaway with their significant other or friends and not worry about a last-minute project on Friday that has to be done by Monday is likely to be more important to them than those of us who would be glad for the overtime. What’s more, many in Gen-Z would consider the last-minute work and deadlines stressful, and that stress can lead to burnout.
Offering a 32-hour work week, with full benefits, is an option that can yield significant advantages for both employers and employees. Many younger truss designers value work-life balance over a relentless race to the top, and they prefer a stable, supportive work environment where their personal lives are respected. The pressure of hoping they would have time off this weekend versus knowing they will is a big deal for some with commitments with friends and family. While we grew up hoping for overtime, or at least not turning it down when available, we scoffed at those too lazy to share the load. Many in Gen-Z have different priorities, and we should respect their culture if they get the job done. This shift in priorities allows companies to maintain high productivity levels in the hours worked without pushing employees to the brink of burnout.
A common objection from my clients’ perspective centers on cost-per-hour metrics. Reducing the hours worked naturally increases the hourly cost for fixed benefits such as insurance. However, by slightly reducing the base pay to spread these fixed costs over fewer hours, companies can enhance work-life balance without sacrificing productivity or cost metrics. In fact, at least one client has already adopted a full-time 32-hour workweek precisely for this reason. Not only do truss manufacturers benefit from this concept, but so can others in our industry. I recently spoke with Keith Dietzen, a long-time industry software entrepreneur, and the 32-hour week concept came up. He has been offering this option to his team for a few years and is very pleased with the loyalty and quality of work. Offering this brings calm to their lives, along with stability and respect. In return, the job gets done and done well.
“The 32-hour full-time with benefits option offers my people flexibility, lifestyle choices, and the independence to do their best work while maintaining accountability. They know their job and what we expect in a specific timeframe. This addresses problems we had with turnover and employee burnout.”
Traditionally, long hours were seen as essential for success, and some “fast-paced” industries still operate that way. But the next generation of technical professionals in our industry have adopted the post-COVID mindset of expecting more personal time and a balanced lifestyle. These employees will tell you they prefer stability and a supportive environment over the pursuit of money and status. While they are the minority, for now, they value having a personal life that remains separate from work, and they are content to “leave work at the office” when they clock out.
From a recruitment and retention perspective, a reduced workweek can be a significant competitive advantage. Top Gen-Z talent is increasingly drawn to employers who value their time and promote a balanced lifestyle. When a company offers a shorter work week with full benefits, it clearly signals that the organization prioritizes employee well-being. This advantage becomes particularly significant when competing against larger companies that might offer higher pay but demand much longer hours.
Moreover, a balanced work schedule reduces stress from overwhelming deadlines and excessive overtime. When employees feel valued and engaged, turnover rates decrease, and the overall company culture becomes stronger and more resilient. In essence, offering the 32-hour workweek option is not just about reducing hours; it’s about reshaping the work environment to prioritize quality of life in a new cultural change. For younger truss designers, this approach creates a sustainable career path—one that enables professional excellence while also allowing for a fulfilling personal life.
Thomas McAnally is President of The JobLine, a 32-year industry-focused recruiting company. His network of thousands of employers and candidates allows him to hear many perspectives. This article is about one perspective where we acknowledged that Gen-Z culture is shifting away from the 45–50-hour week plus Saturdays in peak season to a desire for a different work-life balance. Trying to force Gen-Z into existing expectations risks employers’ ability to attract and retain talented designers. Contact me if you would like more information on the 32hour full time with benefits program.