Insights
In an industry often defined by short-term contracts and constant movement, retaining skilled people has become one of construction’s biggest challenges. At Rigsafe, we decided early on that the best outcomes for our clients come from investing in good people early, supporting them to upskill, and giving them a clear pathway to grow over time.
Our roadmap for career progression is built on a simple principle. If someone shows a strong work ethic, a willingness to learn, and the right attitude on site, we back them. That means structured training, exposure to varied and increasingly complex projects, and genuine opportunities for professional and personal growth to broaden skills as the business grows.
Learning at Rigsafe doesn’t stop at formal tickets and qualifications, though those matter and we invest heavily in them on behalf of our people. Just as important is learning on the job -working alongside experienced riggers, tackling technically demanding lifts, and building confidence and capability through real responsibility.
Developing capability internally also means taking responsibility for mentoring the next generation of riggers and operators. Building a team of experienced operators allows us to guide newer team members on site, sharing practical knowledge, reinforcing safe work practices, and helping build the confidence that can’t be taught in a classroom.
Woven through the practical work we do is our company culture, which we call The Rigsafe Way. It’s a culture built on teamwork, consistency and trust, and it’s only as strong as the people who live it every day.
Adam’s story is a good example of how this approach plays out in practice.
When Adam joined Rigsafe seven years ago, he wasn’t a rigger with a stack of tickets, but he immediately showed he was willing to work hard and learn fast. From there, we supported him through the training he needed to work safely and confidently on construction sites, including forklift and telehandler licences, C6 crane tickets and full rigging qualifications.
As the business has grown, so has Adam’s role – he is now one of our most valued Crane Operators. That progression - moving with the company rather than standing still - is at the heart of what we aim for, and one of the key reasons Adam’s stayed.
“If you show good work ethic, you’ll be given every opportunity to progress and develop,” Adam says. “Not just in a business sense, but personally too.”
Today, Adam is part of a strong, core group that values teamwork and consistency. We’ve seen the return on that early investment many times over - but more importantly, Adam is genuinely connected to the business that has supported him, and he wants to see it succeed as much as we do.
Roxy’s journey with Rigsafe is another example of the value we place on retaining good people.
She joined us in 2024 in a temporary administrative role while on a working holiday visa, supporting the team across recruitment and office operations. It didn’t take long to see she was someone we wanted to hold onto. Her attitude, work ethic and cultural fit stood out early.
We made the decision to become a sponsorship employer - not a small or inexpensive step, but one we felt was right to hold onto someone who represented The Rigsafe Way values.
“From the beginning, they were willing to teach me,” Roxy says. “I hadn’t worked in construction before, so I learned not just more about recruitment, but how the industry operates and what the business needs. That support made a huge difference to my development.
“The culture feels more like a family, people look out for each other, and that makes you want to stay and grow with the team. And I know I can continue to grow in my role.”
Retention at Rigsafe isn’t about keeping people in the same role indefinitely. It’s about recognising potential, developing capability, and building long-term careers in a demanding industry.
We invest in our people for the work they do and the skills they bring, and we celebrate them for the way they contribute to The Rigsafe Way - through service milestones, employee recognition, and a culture that values commitment.
It all goes a long way in showing our commitment to retention, and to the people who commit to us.