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By Chad Colidron | As firms grow, alignment, accountability, and execution become the difference between getting bigger and getting stronger.

By Chad Coldiron | In today’s AEC market, retention isn’t just about culture – it’s about whether employees can afford to stay. 

By Kyle Ahern | Employee survey data reveals the hidden drivers of culture, retention, and performance in AEC firms.

By Daryl Simons Jr. | If your retention strategy relies on appreciation events instead of competitive pay, you are already losing talent.

By Nam Douglass | Operational lessons and compliance priorities for AEC firms in 2026.

By Kyle Ahern | The latest recruitment and retention data reveals shifting expectations, transparency, and tools reshaping AEC firms’ talent strategies.

By Nam Douglass | Firms that critically consider how best to leverage this tool today are better positioned to win the projects of tomorrow.

By Stuart McLendon | In uncertain waters, let strong financial leadership be your north star.

By Stuart McLendon | The professional labor gap is an opportunity to rethink, reshape, and revitalize how we work.

By Stuart McLendon | Facing a talent shortage exacerbated by baby boomers’ exodus from the workforce, AEC firms must innovate to succeed.

By Jared Maxwell & Cady Sinks | AEC firms are navigating more complex risks and an evolving market for professional liability insurance.

By Liisa Andreassen | President of Schaefer (Cincinnati, OH), a firm that provides all aspects of structural engineering across a broad range of projects and industries.

By Adrian De la Garza | Insights and considerations that can help you decide if you’re ready to buy another firm.

By Liisa Andreassen | Partner at Method Architecture (Houston, TX), a full-service architecture firm that is uniquely ego-free in its commitment to a systematic, client-focused creative process.

By Christina Zweig Niehues | We’re about to be short on leaders in AEC industry firms. It’s time to act now before it’s too late.

By Jamie Claire Kiser | The decisions firms make today will determine the talent available for the next professional generation.

Many firms still cling to old-school attitudes and business practices that chase away top performing employees looking for a more future-friendly place to grow their careers.

In terms of feedback, there’s a big difference between what millennials want and what you’ve been told they want.

“If we know recruiting and retention are the biggest challenges and our employees are telling us that training and development are the solution, isn’t the investment in a training program at your firm worth it?”...

Employees can help attract, recruit, and retain great talent in a tight labor market, so look to them as an augment for HR. A steady stream of job postings for engineers, architects, and construction workers...

Zweig Group just released the 2016 Principals, Partners and Owners of Architectural, Engineering, Planning and Environmental Consulting Firms Survey. Over the past 30 years, this publication has picked the brains of some of the industry’s...

There’s a popular book out right now in the education field entitled The Global Achievement Gap written by a fellow named Tony Wagner, the co-director of the Change Leadership Group at Harvard University. I picked...