How San Diego Became One of California’s Top Construction Worker Markets
If you work in leadership, HR, or workforce development, or if you feel the effects of burnout or underused talent in your organization, the latest research on construction labor markets offers powerful insights. A recent study by the HR platform Techr reveals that San Diego County ranks third among California counties in opportunity for construction workers. Let’s explore what that means for organizations, workforce planners, and leaders focused on culture and retention.
Key Findings
The study measured two main metrics for each county:
Average construction employment (scored out of 50)
Average quarterly wages for construction workers (scored out of 50)
These were combined for a 100-point “opportunity score.”
San Diego achieved a total of 60 out of 100, with the following breakdown:
Employment: approximately 265,550 workers (score: 30/50)
Wages: approximately $1,862,837,696 per quarter (score: 30/50)
According to the Techr study, San Diego ranks as the third strongest county for construction worker opportunity in California. This means the region offers strong employment prospects and competitive wages compared to other counties.
Why This Matters for HR, Retention, and Culture
As someone who focuses on workplace culture, burnout prevention, and retention, I see several key lessons in this data.
1. High demand brings more career growth.
A county with strong employment levels signals plenty of open roles and advancement opportunities. For individuals, that means less stagnation. For organizations, it creates a dynamic but competitive hiring environment. When job seekers have choices, companies must differentiate through culture, purpose, and meaningful development opportunities.
2. Wage strength improves retention.
Compensation remains a critical driver of turnover. While culture and purpose matter deeply, fair market wages help keep teams stable. San Diego’s higher wage averages reduce the risk of turnover driven purely by pay dissatisfaction. When organizations pair fair pay with supportive culture, the retention impact multiplies.
3. Infrastructure growth drives worker stability.
The study found that counties with strong infrastructure projects and housing expansion create more attractive labor conditions. For business leaders, this is a reminder to align talent strategies with local economic trends. Pay attention to where growth is happening and ensure your workforce plans anticipate shifts in demand.
4. Thriving workforces require more than jobs.
A healthy labor market helps workers thrive, but true success depends on how organizations shape internal culture. When people feel part of a stable, growing ecosystem that supports learning, respect, and balance, burnout decreases and engagement grows.
What This Means for Organizations in San Diego and Beyond
Recruitment strategy: In competitive markets, employer branding must highlight growth, mental health supports, and safety as much as pay. Differentiate your company through values and employee experience.
Retention strategy: Combine pay alignment with culture-based retention systems. Training, coaching, and peer support matter just as much as salary adjustments.
Leadership culture: Leaders must understand that opportunity and empowerment go hand in hand. Train supervisors to support autonomy, communication, and wellbeing on job sites.
Strategic planning: Monitor housing and infrastructure trends and adapt talent strategies accordingly. Use labor data and wage trends to stay ahead of shortages or surges.
Burnout prevention: Construction workers often face high stress, long hours, and physical strain. Apply burnout prevention frameworks, such as those in my book Burnout Proof, to protect mental and emotional health in high-pressure environments.
Broader Context and Strategic Insights
The Techr findings fit within a larger pattern in workforce development. Studies across California show how local economic strength directly influences worker wellbeing and retention. Counties that pair strong economic activity with supportive workplace cultures see higher engagement and productivity.
Research from the Bureau of Labor Statistics and the Center of Excellence for Labor Market Research also notes that when employees feel valued, trained, and respected, organizations outperform competitors with similar pay levels. This underscores the importance of aligning wages with culture.
Strong labor markets can still experience burnout if leaders ignore the human side of growth. Workers may be in demand, but that demand can bring pressure, longer hours, and fatigue. Leaders who build resilient systems, invest in skill development, and promote rest and balance create the conditions for sustainable success.
Technology is also reshaping the construction sector. As digital project management, safety tech, and hybrid operational roles become more common, leadership must blend traditional trades expertise with digital fluency. This evolution mirrors trends in other industries that the Breakfast Leadership Network regularly explores in our writing and podcast interviews.
Action Steps for Leaders
Benchmark compensation and career paths. Use regional data such as Techr’s to confirm that your pay structure remains competitive.
Integrate wellbeing into leadership development. Train supervisors and managers to recognize stress and burnout early.
Strengthen internal communication. Ensure employees know how they contribute to the organization’s mission and growth.
Invest in training partnerships. Connect with local community colleges or trades programs to create career pathways.
Track turnover patterns. Use exit interviews and engagement surveys to identify and address retention issues quickly.
Conclusion
San Diego’s position as a top county for construction worker opportunity reflects a strong local economy and a robust infrastructure market. Yet numbers alone do not create thriving workplaces. The true opportunity lies in how organizations use this favorable environment to build cultures that value people as much as productivity.
At the Breakfast Leadership Network, we teach that culture is not a byproduct of success but the foundation of it. When leaders pair competitive wages with supportive culture and a clear sense of purpose, they create workplaces where people want to stay and grow.
San Diego’s example is a reminder that thriving economies and thriving employees go hand in hand when leadership prioritizes both performance and wellbeing.
