Hiring

Ep.78: The Four-Day Work Week with Tim Welsh

To make the remodeling business work, there are a few musts — you have to be efficient, you have to have a competitive edge, and a good work-life balance.

Tim Welsh’s company does it in four days a week — at least in the field.

In this episode, Tim discusses the four-day work week with Tim and Steve, including how he came to it, what benefits there are, and how you can do it too.

Tim is the president of Welsh Construction in Lexington, VA. Though he started out wanting to enter the custom furniture business, Tim began his career as a laborer and worked his way up to foreman. He opened his own business 26 years ago, doing everything himself, until his wife joined him. Tim and Janeen have grown the company, added staff, and are in the process of transferring ownership as part of an eight-year transition plan.

The four-day work week started for Tim early on in — though at that time it meant four long days in the field for him, with the fifth day spent in the office or on sales calls. The carpenters working for him got used to being on the job for 10 hours, four days a week. When Tim transitioned out of the field, he kept the four-day schedule for his field staff. “It was in their DNA by that time,” he says. Tim tells you why it works for his company, including:

  • Who works four days, who works all five
  • How it makes start-up and breakdown more efficient
  • What you save from only having four lunch breaks
  • Explaining the schedule to your clients
  • Working with your subcontractors     
  • Getting used to 10-hour days
  • Working in winter darkness
  • How to work Monday holidays into the mix
  • The financial aspect
  • How it helps in hiring and keeping field staff
  • And more …

Tim says this schedule can help smaller contractors to concentrate their efforts in the field, while leaving time for other tasks on the fifth day. For larger firms, with lead carpenters and project managers, he advises rolling it out and trying it. It may work for you.

Ep.77: Building a Trade School From Scratch with Richard Laughlin

The skills gap is real, but when we all talk about it, it often takes a negative turn. It seems like it’s always a complaint, with nobody taking any real action to solve it.

Richard Laughlin is the exception, and is taking a grass-roots approach in his small town in Texas that’s already growing in other parts of the state.

In this episode, Richard talks about re-starting a local trades program with Tim and Steve, and what it does for the students and employers.

Richard Laughlin is the owner of Laughlin Homes & Restoration in Fredericksburg, TX., and is the 2019 recipient of The Fred Case Remodeling Entrepreneur of the Year Award. He grew up in large-scale commercial construction with his dad and grandfather, who were general contractors. He attended Fredericksburg Trades school from 1975-78, and won statewide awards in carpentry skills as a sophomore in 1976 and cabinetry in 1977 with a custom built-pool table. He started his own design build custom home business in 1984. LHR has been recognized with dozens of state and national Awards. Richard filmed several episodes of Junk Gypsy on HGTV and was on Extreme Makeover

While Richard has great memories of his own trade education, the program was later downgraded in favor of a more college prep-focused curriculum. Kids were no longer getting the kind of time and attention necessary to get construction skills. About four years ago, Richard stepped into the breach, and he appealed to his state representative to get legislation passed that would create an opportunity for skills-based education again. Richard and other builders in his area pulled together to create a trade program that gives students hands-on experience building a custom home over the school year. He talks about how the program got off the ground, and how you can do something similar, including:

  • Showing the school systems the benefits
  • Raising money for a trades program to beat the budget argument
  • Putting together a strategy
  • Getting your subcontractors on board
  • Soliciting tool and materials donation
  • Working for sponsorships
  • Being persistent
  • How it fills jobs later
  • Structuring a non-profit
  • Creating a curriculum
  • Making the time to do it
  • And more …

Restarting the trades program has been very rewarding, he says, and spreading it nationwide is the goal. Read more about it on Richard’s website, or on the Casa Uber Alles Facebook page.

And Have You Heard About Tim’s New Book?

We are excited to announce that Tim’s newest book, Dear Remodeler, Lessons on Life, Leadership and Production is now available in the Remodelers Advantage Bookstore! Just in time for Holiday shopping!

Ep.75: Promoting the Young Guy with Ryan Murphy

Finding good employees and managers can be difficult — there just aren’t that many qualified workers out there. Hiring somebody young without much training is an investment, but it can pay off in the long run. If you find the right person.

Ryan Murphy is one of those people. He didn’t know anything about construction until he started working in the field when he was 19. Six years later, he’s a project manager.

In this episode, Ryan talks to Tim and Steve about his experience and growth, and how your company can find great workers and train them to move up within your organization.

Ryan is a project manager at Elite Construction Services Inc. in Santa Cruz, CA. He joined Elite three years ago as a carpenter after gaining two years of experience elsewhere. He worked his way from apprentice to journeyman after his first year. Six months later, Ryan began training to become a project manager, while still doing some carpentry as needed. 

You have to have a constant and consistent conversation with everyone you meet to find the right people, he says. Talk to family, friends, and clients even before you have an opening. Ryan talks about his experiences in getting hired, his training on the job, and how you can promote people from within, including:

  • What to look for
  • Using a visual workbook
  • When to let workers go on their own
  • How to train for growth
  • Providing a safety net
  • How to teach the office tasks
  • Teaching people to answer their own questions
  • Using technology to run jobs better
  • And more …

The biggest key to finding and keeping young workers is making them feel like they have a real future in the industry, and especially within your company, Ryan says.

Ep.73: Getting Young People into the Trades with a High School Summer Work Program with Stuart Feldt

We’re big advocates of getting young people into the building trades. Getting kids and their parents to understand that working in remodeling and construction can provide a great career is the first step. 

Stuart Feldt has an internship program for high school students at his company, giving them hands-on experience during their summer vacations.

In this episode, Stuart discusses the program with Tim and Steve, where he finds the kids, and how you can start a similar initiative.

Stuart founded his company, W.S. Feldt, in 1993 as a sole proprietor in Mountlake Terrace, WA. The company specializes in remodels of all types, with an occasional custom home build. This is the company’s second year of employing high school students.

Working with high school students means taking some extra time while teaching them the proper skills, and how to do them safely. But it’s an important step to ensure there will be a steady stream of skilled tradespeople coming into the industry. Stuart talks about how he started the program, and what you can do to run your own initiative, including:

  • The legal issues
  • The skills to teach, and how
  • Finding the right work for them to do
  • Being flexible
  • Accepting there will be some extra costs and inefficiencies
  • How to handle the job costs
  • The benefits of turning your team into teachers
  • The possibility of turning it into a non-profit
  • Reaching out to educators for help
  • Giving an overview of the business
  • And more …

A high-school outreach and internship program is one way to beat the labor shortage by providing a pipeline for your company.

Ep.72: The Labor Shortage from a Small-Town Perspective with Wally Staples

While driving through Maine earlier this year, Tim started wondering how a client of his there deals with the labor shortage in his small town. So he called and asked, and found out that while there are different challenges, what he does to attract and retain his people can be done in any size labor market.

In this episode, Wally J. Staples talks to Tim and Steve about how his company combats the labor crisis outside of the major metropolitan areas, where there just aren’t as many people to choose from.

Wally is the owner and president of Wally J Staples Builders Inc., of Brunswick, ME, founded the company in 1993 when he was in his early 20s. A carpenter by trade, Wally worked in the field building new homes and completing renovations until 2001, when he hired his first lead carpenter, who’s still with WJSB today. This allowed Wally to work on growing the company, and now they have five full-time, in-house carpentry crews, and have completed more than 3,500 projects. 

Brunswick has a population of about 20,000, and is somewhat of a retirement community. It’s located between two major employers —  L.L. Bean and s big shipbuilder. There’s also a strong sense of independence — many carpenters and tradespeople would rather work for themselves. Wally talks about the things you need to do to attract and keep good people in a smaller market, including:

  • How to help people adjust to new roles
  • The benefit of offering benefits — especially paid time off
  • Providing a profit-sharing program for retirement plans, and keeping it in focus
  • Talking about the importance of your safety record regarding profits
  • What not to care about in hiring, like tattoos or age
  • Getting the word out about job openings
  • Appealing to the self-employed 
  • The power of branding in recruiting
  • Why training helps keep employees
  • The zero-question job binder
  • Developing good job descriptions and processes
  • And more …

Including the company party featuring a contortionist. Wally’s tips and tactics aren’t limited to succeeding in a small market — his insights can help any company, in any market.

Ep.67: Using Your Company For Charitable Giving with Russell Fuller

For many, caring for other people is just part of our world view — whether you give to charity through your church, through private donations, or through other methods like sponsored bike rides or other fundraisers. But if you haven’t considered involving your business, you should.

Russell Fuller’s first foray into giving to charity was a happy accident, he says. But then it became something more. He found that committing his company to support a non-profit’s mission wasn’t just a good deed, it turned out to be an effective marketing tool, as well

In this episode, Russell talks to Tim and Steve about what his involvement in a local non-profit means to him individually, and the positive effects it’s had on his business and team.

Russell founded Fuller Living Construction in Seattle 10 years ago, and now employs 19 people. FLC specializes in custom remodels in older homes. FLC provides for charities such as Aurora Commons and Wintergrass in Seattle.

Russell’s first five years in business were lean, but about three years ago the business found its financial footing, and he found himself with some excess money with no idea what to do with it. He accumulated $10,000 in cash in a Folger’s can in his basement. After visiting a friend involved with the Aurora Commons non-profit, which in need of funds or it would shut down. He was called to give that money. He went home and got the can and gave it to the charity (instead of fixing the clutch in his old Subaru). Russell gives 10 percent of his net profit to non-profits. He talks about the lasting impact of doing this in your business, including:

  • Why you should consider charitable giving a fixed cost
  • Giving confidently
  • The benefits in community outreach to your business
  • Why you need a page on your website talking about it
  • How speaking at the organization’s gala brings him business
  • Involving your subcontractors in giving
  • The benefits of giving early in the year
  • The gratification of knowing what your money does
  • How to involve your team members
  • The impact of giving on recruitment and hiring
  • And more …

Russell also gives great advice about how to stick to your commitment, choosing a charity, how to publicize it, and how to involve other small business donors. 

Ep.54: Keeping Long-Term Employees with John Sylvestre

We’re once again talking about the labor crisis in the remodeling industry, but from a different angle. Developing an environment that will keep the employees you have, and help them grow in their roles, will help your company prosper.

In this episode, John Sylvestre talks to Tim and Steve about how he’s created a company that keeps employees — and keeps them happy.

John is the owner of Sylvestre Remodeling and Design in Minneapolis. He paid his way through school by remodeling and building homes and graduated with two degrees in architecture. He’s chaired the NARI education committee and the certification committee and also developed and implemented the Certified Lead Carpenter program. He has won numerous awards for his work in education including the Harold Hammerman Award from NARI. He says he has the best job in the world, drinking coffee and talking with people about changing their homes.

John’s team is filled with long-term employees — his Field Supervisor has been with him for 37 years, and was his first hire, his Production Manager for 26 years, and his Lead Carpenter for 27 years. He talks about how he finds and hires great people, and how he keeps them, including:

  • Letting people go in a direction they choose
  • Hiring well-rounded people
  • Understanding limits
  • Hiring for culture fit
  • Empowering your employees to make decision
  • Asking the right questions to spur hiring and development
  • How to train in your organization
  • Why his company’s like a hockey team
  • Mystery bus trips
  • Keeping your great people during downturns
  • Staying flexible
  • And more …

Including why having fun is so important in keeping the team members you want to remain with you.

We Love Your Ideas

Keep them coming! Send your suggestions for a topic or guest to Tim at tim@remdoldersadvantage.com.

Ep.45: The Strength of a Technical Education with Paul Lewandowski

Technical education at the high school level seems to be fading, but it’s growing at the college level. There are more programs turning out skilled workers that can start producing for home remodeling and construction companies on Day One.

In this episode, Paul Lewandowski of Fox Valley Technical College talks to Tim and Steve about the benefits of a technical education for students and their employers.

Paul has taught residential building construction at FVTC in Oshkosh, WI, for 18 years. The program started in the late 1990s, when members of the local home builders association and the local NARI chapter approached the college hoping to start a program to train carpenters primarily for the residential market.

Every year, students build a nearly custom 2,000-sq.-ft. house for the college’s foundation, which is sold at market-rate to fund future home-building projects and scholarships. The scholarships can be used by students throughout the college, not just the building students.

Paul talks about the program, what his students learn — and how. Half of their time is spent in the shop at the school, the other half building the house. He discusses how you can take steps to get organized and help build trade programs at schools near you, as well as:

  • Where FVTC finds students
  • How he teaches quality carpentry
  • The paper test for trimwork
  • The tools required of students
  • Where they get jobs after graduation
  • What remodelers can expect from the students
  • Getting more women into the programs and industry
  • Finding trade colleges near you
  • Dealing with unions
  • And more…

The best thing you can do to solve your labor shortage and promote the industry as a great place to work is to get involved and be persistent at the local level.

Keep Talking To Us

We asked for suggestions for guests and topics, and you’re coming through — thanks! If you’ve got an idea for us, drop Tim an email at tim@remodelersadvantage.com.

Ep.42: Becoming a Production Manager Without a Construction Background with Brad Yetman

With growth comes a need to hire a Production Manager — someone responsible for the entire department. It can be a difficult transition to move a Production Manager or Lead Carpenter up into that role. It’s about managing a department and the people, and it’s much more complex than running a job. Your company may benefit by looking outside the industry for your Production Manager. 

In this episode, Brad Yetman talks to Tim and Steve about his experience coming into a Production Manager role from outside the remodeling and residential construction industries.

Brad is the vice president of construction, as well as part owner of Anthony Wilder Design/Build in Cabin John, MD. Brad is responsible for overseeing the production department, which produced about $14,000,000 last year. Brad has developed a financially focused approach to production management with an emphasis on “knowing the numbers,” both in the field and in the office, an approach which fits well with the company’s open book policy. But it wasn’t always a smooth transition.

Before joining Anthony Wilder, Brad had a limited background in carpentry and construction. He had worked in in commercial development and real estate. When he took the Production Manager job, he was overwhelmed for the first six months. In his second six months, he began to figure out it was about managing a department and people — and keeping a keen eye on profits. He tells business owners why and how to look outside the industry, as well as what to do when your hire someone, including:

  • Hiring for cultural fit
  • Setting Gross Profit and Net Profit goals at the outset
  • Bypassing hostility from within the department
  • Translating the numbers for those in the field
  • Networking to find an outside candidate
  • The importance of staying open to learning
  • And much more…

Including why having dogs in your office is a cool idea. But the most important thing, says Brad, is hiring a good manager — because the industry specifics can be learned.

What’s the Big Idea?

Do you have a great idea for a future topic or guests? Shoot Tim and email at tim@remodelersadvantage.com.

 

Project Manager Training with the Experts at Remodelers Advantage

Remodelers Advantage presents a Masterclass course designed specifically for Project Management personnel in the remodeling and custom-building industries.

This program, led by Tim Faller, Victoria Downing and Doug Howard, consists of two days of intensive training and instruction focused on two of the most important aspects of managing a project; (1) hitting the agreed-upon budget and (2) working with and managing the team effectively. Click here for more information.

 
 

Ep.41: Remodel My Business with Shawn McCadden

We hear it all the time — you can’t find good help anywhere. But finding new employees is necessary for growth. You have to add staff, and keep them — not just in your company, but in the industry. We have to step up in a big way when it comes to offering employees reasons to stay.

The first thing you have to do is define what you mean by good help. “What are we talking about,” asks Shawn McCadden. “Is it good carpentry work? Running a job? Or just a good person in general?”

In this episode, Shawn hashes it all out with Tim and Steve. They talk about finding, and keeping, good employees and creating a path for them to become great.

Shawn’s the president of Remodel My Business in Brookline, NH, and is a prominent figure in the remodeling industry. He obtained his builder’s license by age 18; founded, operated, and sold a successful employee-managed design/build firm. Shawn co-founded the Residential Design/Build Institute, and then become director of education for a major national bath and kitchen remodeling franchise company.

Today, Shawn is a frequent industry conference and trade event speaker. As an award-winning columnist he contributes to many industry publications, blogs, and writes a monthly column for Qualified Remodeler magazine.

The future of the industry lies with Millennials. Shawn discusses how to stop disparaging them, and start figuring out what motivates them. Turns out, much of what Millennials are looking for will also help you attract and retain employees of every generation. He advocates instituting a profit-sharing plan and creating an actionable progress plan for carpenters to move up, including:

  • Avoiding fake job titles
  • Why you have to train Lead Carpenters, not clone them
  • Creating confidence in the team
  • Using thermometers to measure GP and volume
  • How to graph a workers career path
  • Building penalties into a bonus for leaving the company
  • The importance of sharing estimates with your Lead Carpenters
  • Why job responsibility is crucial to job performance
  • And more…

You have to make something happen, says Shawn. Stop making excuses and learn what motivates your workers, and create a plan that will help them achieve.

Give Us a Shout!

Do you have a great idea for a future topic or guests? Shoot Tim and email at tim@remodelersadvantage.com.

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