The construction sector in México faces persistent challenges in retaining skilled talent. Demanding working conditions, high staff turnover, and competition for technical specialists all add pressure. In this context, emotional compensation is emerging as a critical strategy that complements traditional financial remuneration. It covers non-monetary benefits that promote wellbeing and a sense of belonging.
1. What is emotional compensation?
According to Aviles-Peralta, Y. (2024) in Salario Emocional: más allá de la compensación tradicional, it is defined as the sum of all non-monetary benefits that employees receive from their employers. These benefits contribute to their psychological wellbeing at work.
It includes:
- Work-life balance.
- Recognition of performance and achievements.
- Professional development and training opportunities.
- A positive and safe working environment.
- The quality of interpersonal relationships within the organization.
Why does it matter in the construction industry?
In México, wellbeing has moved beyond being a "nice to have" and is now considered a central factor in competing for talent:
- 88% of workers consider wellbeing as important as their financial salary.
- 90% would be willing to change jobs if their company does not prioritize it. (FastCompany)
In the construction industry, these figures carry particular weight due to high turnover, informality, and demanding on-site working conditions.
2. Regulatory framework in México: NOM-035 and workplace wellbeing
What is NOM-035? The Norma Oficial Mexicana NOM-035-STPS-2018 (Mexico's Official Standard NOM-035-STPS-2018) requires companies to identify and manage psychosocial risk factors at work, such as stress or emotional burden. The goal is to protect workers' mental health and promote healthy environments.
Although many companies are not yet fully compliant, implementing this standard can translate into tangible benefits:
- A reduction in staff turnover of up to 25% in companies that properly manage psychosocial risks.
- Greater perceived wellbeing and commitment among employees.
Why it matters for construction:
Demanding project deadlines and intense physical conditions mean that site workers and supervisors are exposed to stress, fatigue, and accidents. A system that complies with NOM-035 not only reduces legal risks but also lays the groundwork for emotional compensation strategies.
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3. The impact of wellbeing on retention and productivity
Various analyses have found that:
- The absence of emotional wellbeing can translate into high costs through turnover, absenteeism, and lost productivity. For mid-sized companies, this can represent millions of pesos.
- Proactive wellbeing programs improve job satisfaction, which directly correlates with talent retention.
In short, investing in wellbeing reduces turnover, improves workplace culture, and protects human capital. This is an essential asset for the sustainability of any construction company.
4. Example of a successful wellbeing implementation
A Mexican company with a wellbeing focus
Cemex integrated emotional wellbeing actions aligned with NOM-035. The company reported a 25% reduction in employee turnover in one year, along with an improvement in workplace culture.
"At Cemex, we firmly believe that taking care of the comprehensive wellbeing of our employees is fundamental to the company's success, today and in the future. More than ever, emotional wellbeing is a key part of this effort; we must therefore raise awareness about mental health, eliminate the associated stigmas, and facilitate preventive care in the same way as for any physical condition. We are tremendously proud to be part of this new mental health network, Nuevo León edition!" commented Alberto de Armas, Global VP of Organization and Human Resources.
The Instituto Mexicano del Seguro Social (IMSS, Mexico's Social Security Institute) recognized Cemex with the Premio Nacional Entornos Laborales Seguros y Saludables 2024 (National Safe and Healthy Work Environments Award, "Premio ELSSA"). This award honors companies committed to implementing practices that benefit their employees.
The recognition is part of a voluntary IMSS program (Entornos Laborales Seguros y Saludables, Safe and Healthy Work Environments). Since 2022 it has promoted safety, health, and wellbeing in workplaces across México. It has the backing of the Secretaría del Trabajo y Previsión Social (STPS, Ministry of Labor and Social Welfare) and the International Labour Organization (ILO).
According to Occidental (2025), this award was presented in the context of World Day for Safety and Health at Work 2025. Cemex was recognized for its "Espacio Libérate: Concientización y Bienestar Emocional" (Liberation Space: Emotional Awareness and Wellbeing) initiative. This concept promotes "Health and Wellbeing Promotion in the Workplace." It is considered the fifth line of action under which ELSSA evaluates projects submitted by companies to create safe working environments.
5. Principles applicable in construction:
- Training in stress management and risk prevention.
- Ongoing communication and recognition programs.
- Listening and participation channels for both site workers and office staff.
- Periodic measurement of job satisfaction and workplace culture.
It is recommended that the emotional compensation program be coordinated with the Human Resources department. This ensures proper planning and management of the benefits offered.
6. Practical step-by-step implementation framework
Step 1: Diagnosis
- Conduct workplace culture and wellbeing surveys across site and office teams.
- Measure psychosocial risk factors (NOM-035).
Step 2: Strategy design
- Define benefits that directly impact emotional wellbeing:
- Flexible schedules for administrative staff.
- Recognition and mentoring programs for supervisors.
- Mental health and stress management workshops.
Step 3: Communication and leadership
- Train middle managers in emotional leadership and team management.
- Run internal campaigns communicating the program's objectives and benefits.
Step 4: Measurement and adjustment
- Recommended KPIs:
- Turnover rate by project.
- Job satisfaction index.
- Number of accidents and days lost due to mental health.
- Staff participation in wellbeing activities.
Step 5: Integration with NOM-035 Incorporate emotional management into your occupational health and safety processes to consolidate both compliance and wellbeing.
Conclusion
For Mexican construction companies to compete for skilled talent and reduce high turnover, implementing emotional compensation and workplace wellbeing strategies is not optional. It is a necessity. Combining regulatory compliance with strategic, sector-specific practices (training, recognition, human-centered leadership, and tracking metrics) positions any organization as an employer of choice. This not only helps to retain talent but also builds a more productive, healthy, and committed team.
