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Optimists by nature, most remodelers are also good, caring people — admirable traits that often, unfortunately, conflict with one another. Because we're optimists, we want things to work out, such as new hires and big projects. Because we care, we want to give the employee or the client plenty of...
Like many company owners, Susan Pierce often has trouble finding quality employees. “I was spending so many hours and dollars advertising, reviewing résumés, making phone calls, interviewing, and checking references, I couldn't get my regular work done,” says Pierce, owner of Commonwealth Home...
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It's no secret that the remodeling process is not a pretty one. It's invasive; it's time consuming; it's stressful; and it's expensive. But the remodeler who is able to take that same process and make it feel like something different entirely -- something exciting, easy, even enjoyable -- is the...
When remodelers fall short of planned margins, it's usually caused by labor overages. Some of the problem can be traced to things like having to replace work that wasn't done right the first time, or employees who take 45 minutes for a 30-minute lunch. But underestimating the cost of labor is the...
Most small business owners can't find enough hours in the day to do everything that needs to be done. They know they should assign their tasks to employees, but which ones? To help in those decisions, take a look at the Skill/Value/Time (SVT) matrix.
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You're unlikely to transform an individual who accepts no responsibility in his or her personal life into a highly accountable hire. At the same time, there's more to the challenge than merely hiring folks who are willing to take responsibility. You must also give them the structure and the culture...
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Good news about this summer's hiring outlook: Many remodelers who last year could hardly find any applicants for production positions will get dozens this year. Nevertheless, it's more important than ever to set some high standards.
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One of the easiest ways of protecting yourself when hiring workers is to use a standardized employment application and an approved list of hiring questions.
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Not all full-line remodeling and design/build salespeople are comfortable with traditional compensation.
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Developing an effective compensation program that fits your business' needs.