A Secret Weapon in the Construction Industry
A great superintendent can provide a competitive advantage for a construction company

It is common knowledge that the construction industry is extremely competitive. Since most projects are awarded based upon the lowest bid, contractors face tight competition on hard bid projects.  Having a solid crew in place is instrumental in how well the contracting company performs on the job. To remain competitive, contractors must maintain a workforce that is skilled, knowledgeable, efficient and safety conscious. What can general contractors do to attract the best field personnel to ensure that every project is built well every time?

Every construction project is assigned a superintendent or contractor’s representative. In addition to ensuring that the work advances according to schedule, the superintendent also directs and coordinates the activities of the various subcontractors (trade groups). Therefore, general contractors must have good superintendents in place in order to sustain the company. A superintendent’s performance plays a major role in determining a company’s reputation.

Qualities of a Good Superintendent
A good superintendent knows how to develop rapport with and relate to subcontractors and other field personnel. They are well organized, well informed and knowledgeable about the trades on the job site. They are good listeners and treat their subcontractors and others fairly and with respect. An even temperament is another quality of a good superintendent. They also are motivators. When a good superintendent is on the job, everyone strives to do well.

Attracting and Keeping Good Superintendents
Good superintendents are developed from within. This breeds loyalty and instills within them company values. To cultivate a good superintendent, provide opportunities to entry-level field personnel. Allow them to shadow the project manager or other lead personnel on the project. Personnel who have shown leadership within your company are often the ones that can grow into good superintendent positions. Once those employees are identified, get them involved in professional training programs, both internally and through professional training programs (i.e. builder’s associations), as well as through one-on-one coaching. 

There will always be someone else willing to offer your best people, especially good superintendents, more pay, benefits, etc., than you. But keeping them happy will help to establish loyalty. Incentives, lots of praise or recognition, attractive compensation, extra time off and even company-provided vehicles are often used to reward superintendents.

Affecting the Bottom Line
A good superintendent assigned to your project affects the company’s profitability. A good superintendent completes the job on time and within budget. Good superintendents deliver on what the company promises. The best superintendents have “clean jobs,” where subcontractors get on and off the job quickly and efficiently. Subcontractors are profitable when good superintendents are in place. Field personnel show up on time and work more efficiently because they are properly supervised.

Confirmation of a good superintendent is when your repeat clients ask for the same superintendent on future projects.  In order for construction companies to maintain a competitive edge, the best personnel, especially good superintendents must be in place.  Finding the good ones and keeping them with attractive compensation and rewards affects your company’s profitability and reputation. A good reputation within the industry with owners/developers and subcontractors earns respect, admiration and establishes the company as a leader within the industry. 

Good superintendents indirectly assist with expanding the company’s client list. By offering clients a very competitive price coupled with high-quality work from an experienced crew is how a good superintendent can help distinguish your company from your competitors, and grow your client list.