Be the Best Bidder

Best Bidder practices for construction subcontractors

Best Bidder not lowest bidder

You know there are those who only choose the lowest bidder. No matter how detrimental that practice often is. It happens. This story from ENR tells the tale well.

And, here is another low bid fire station disaster.

If you wish to remove “lowest” from the criteria general contractors might use when considering your bid here are a few things for you to consider.  Because price shouldn’t be the only determining factor in a winning bid.

The Best Bidder will bring

 

  • Outstanding trade expertise.

 

  • Proof of required licenses and insurance.

 

  • Confirmation of past performance with comparable projects.

 

  • Excellent safety records.

 

  • Good equipment.

 

  • Demonstration of well-tended financials (including cash flow capabilities and good qualifications for meeting your vendors’ payment terms.)

 

Soft qualities of Best Bidders

While the following qualities are harder to quantify, they often fit in the make-it or break-it category for GCs. General contractors looking for the best bidder rather than the lowest bidder will watch for:

  • Responsiveness – responding to all forms of communication in a timely manner.

 

  • An excellent attitude – includes understanding how to respond to problems with creativity and a can-do attitude.

 

  • A dedication to teamwork – within your own company, with other trades, and with the GCs representatives, demonstrating your desire to create a mutually beneficial partnership.

 

  • Cleanliness – keeping the site as clean as possible at all times.

 

  • A reputation for integrity – honesty and sincerity, including owning up to your own or your team’s mistakes.

 

And, it is in these soft qualities where you have the most opportunity to promote your value as opposed to focusing on price.

Think about it — when your bid is close to other bids, often your reputation is all it takes to assure you get more than a passing glance.

Who you gonna call?

It is just as important to choose a general contractor worth submitting a bid to as it is to be a subcontractor worthy of consideration.

Here are questions vital to your pre-bid decision.

  • How long has the general contractor been in business?

 

  • How many subcontractors have they worked with? (Contacting past subs may give you an idea of how easy or difficult it is to work with this GC.)

 

  • Do they have procedures for handling conflicts?

 

  • How many levels of management do they have in place?

 

  • Who will be your point of contact?

 

  • What paperwork will be required? And how frequently?

 

  • When will the job begin?

 

  • What is the estimated time of completion?

 

  • What is the scope of the work required?

 

Best Bidder practices

Putting your best foot forward before the bid is called is only the first step. Take every opportunity to let GCs know why your services are better.

And finally, be sure to manage your bid processes well. Determine to focus on bidding projects that will result in profitable returns and repeat business.

 

It is our desire this article (among our growing library of construction-centric informational articles) is helpful in assisting commercial construction contractors build better building businesses. 

Providing Accounting and Advisory Board Level counsel for small to medium commercial construction subcontractors.

So you can Run With the Big Dogs. 866-629-7735

Strategies for Finding and Keeping Good Construction Employees

A successful construction contracting or service business means having great people on your team. Finding and keeping those great people is a vital part of maintaining the success. So, how do you go about not only finding them, but also keeping them around?

Long term thinking

Of course, people who are looking for a job are concerned with both salary and benefits, yet those two items are only part of the equation.

Just as on the sales side of your company it is important to build a reputation for going above the expected with customer care and satisfaction, it is important to build a reputation for providing what potential employees are seeking and giving even more.

You have a number of possibilities concerning the reputation just right for your construction company to attract great employees. And, you can figure out rather quickly which your reputation is more likely to be, because it will be tied to your core values. There is more information about core values here.

Here are some examples of the reputation you may build, of the junction where your company and your potential employees may meet up:

  • strives to be organized and efficient
  • seeks projects that are unique and challenging
  • provides opportunity for advancement
  • uses the same systems and products
  • makes safety a big issue

Look through the list of your construction company’s core values and you’re likely to find a number of points which will provide value to your employees as well as potential employees.

Yet, you must remember it is truly the reputation that counts. In the long run, thinking long-term, it is incumbent upon you to strive constantly to build a reputation of being an excellent company to work for.

Now is the time to look at hiring the young and (perhaps) inexperienced, giving them opportunity to go through an apprenticeship, training, and step-by-step movement into supervisory roles. Certainly, these movements take time, yet when you are upfront with new employees about what they can expect and how long it will take, you give them more incentive to stick around.

Just as you must make sure the ads you post seeking new employees include the qualities you want in a new hire, you must include the benefits as well as the special qualities your company provides.

While you’re at it, remember engaging with today’s workforce means using today’s technology. Think in terms of mobile devices, social media, and the collaboration tools young people are used to and will learn easily.

I need boots on the ground now

You may have found you’ve been unable to bid on jobs you wanted because you simply don’t have the “boots on the ground” right now. Or, you may have had to tell your customer it is going to take a little longer than expected because you simply don’t have enough people to don the hard hats necessary to complete on time.

That being said, what can be done to find employees now who will be an asset to your business in years to come?

I’ve asked around with people I know “in the business,” checked with my good friend “google,” and searched my own personal memory banks to find answers to the question. Like most things in life, there is no magic wand when it comes to finding, hiring, and retaining the best employees, yet there are some strategies you can use to aid in the endeavor.

  • offer referral bonuses which encourage current employees to recommend competent people for open positions
  • encourage feedback from present employees and make improvements based on what you learn
  • become a supporter of the apprenticeship programs in your area
  • reach out to technical schools and high school career programs
  • create or join a program where you and other contractors bring in students annually for tours, hands on interaction, and a discussion of the job opportunities in the construction field*
  • employ construction focused interns for summer programs
  • create the right job posting
  • use social media to attract a younger demographic to the trades

*For those of you who are in Arizona, here is an example of a program you may be interested in being a part of. It is being presented by the Association of Construction Career Development, and this year it is being held on November 2nd. Check it out. Click through their pages. You may want to sponsor or volunteer.

Keeping ‘em around

This part starts with you and the supervisors in your construction company. You must show good character and have integrity. Leaders create the environment, and make or break the possibility of attracting and keeping employees who are honest, who show responsibility, and who can grow and thrive.

Once you’ve recognized and hired good workers they need to be utilized and trained in meaningful ways. You can include them in the process by letting them know, “this is where we’re going.” Encourage them to take ownership of their work.

Reward them. One fellow I heard from said, “We reward our employees randomly for their excellent work.”

Sometimes, a handwritten note or personal e-mail thanking or congratulating an employee will be reward enough. Other times, providing gift cards to a deserving team is appropriate. Taking the entire crew to a lunch or dinner meal will go a long way to show your appreciation of them.

Be sure to include professional development opportunities through training and classes.  Prove you’re invested in them long-term by encouraging them to learn new skills or further develop their strengths.

Strive to make it known yours is a workplace where employees are respected and trusted. Work hard to show your employees they have reason to have a sense of security that comes with stability – meaning hanging around has its advantage.

Be sensitive to and care about the needs of your employees as well as their families.

You should be able to pass on to your employees the concept that their wellbeing and the companies wellbeing walk hand-in-hand. Helping them to see they are a part of the big picture serves both your business and the employee’s sense of pride in job well done.

How Schulte and Schulte can assist you

As a part of the suite of accounting services we offer our construction contractor clients, they can choose to allow us to prepare their payroll and deal with all the details associated with that task.

Did you know Inc. Magazine extolls the benefits of outsourcing “payroll” for small businesses? That makes sense to us, because that gives you, the contractor or service provider the time to seek, hire, and engage your employees in the services you provide your customers.

And since we specialize in accounting for construction contractors and service providers you know we know all the ins and outs of the industry. Give us a call to see how we can be of assistance to you. 480-442-4032 or Toll Free: 866-629-7735