You Don’t Need More Hours — You Need the Right People
Everyone says they want to grow — but few are willing to let go. The inbox, the content, the sales follow-ups, the backend bugs — they hang onto it all, thinking it’s the only way to keep control. I get it. I used to do the same. But over the last 9+ years, I’ve built and scaled businesses by doing the opposite: building a remote team I trust, and getting out of their way. Not just “virtual assistants” — real professionals. People who run content, sales outreach, client communication, systems, software, and everything in between. They don’t just lighten the load. They raise the bar. This approach has been a game changer — not just for saving time, but for building momentum that actually lasts. It’s what I’ve been doing successfully for nearly a decade. If you’re wondering where to find this kind of talent, how to train them, or how to make it actually work long-term — drop your questions. Lets talk!Do You Train Your Team to Think or Just Work?
Every Monday, we hold a short training session with our team. We train on communication. leadership. & mindset. The reason being most tradespeople aren’t struggling because they can’t do the work. They’re struggling because they were never taught how to: Speak with clarity Handle conflict Lead a crew Represent the business professionally These tend to be the issues I see bottling up, either from our exit interviews or customer feed back or when things are misunderstood. Thats why I'm curious: Do you train soft skills with your crew?Poll: Safety Training
Hey everyone! I've been in construction as an employee for 15 years, been doing small home repairs and renovations as side jobs for about a decade. I'm also an authorized OSHA construction industry outreach trainer, and teach NYCDOB Site Safety Training courses through a local partnership and I'm currently developing a new approach to safety training specifically geared towards the Jobber-type market. My question to all the Jobbers out here is, aside from actual job skills training, do you participate in safety training? Yes, I am (and any employees are) Safety trained I took an OSHA or similar class a long time ago I'd love to but it's too expensive and time-consuming Safety Training, what's that? For those who don't, what's the main reasoning behind skipping out on safety training? I'm interested but it's too expensive and time-consuming I've been doing this forever and I'm pretty safe anyway I don't have enough employees to "have to" do it, so I don't For those that do have safety training, how do you feel about it and why? very important! only did it to lower my insurance cost only did it because customers ask about it/like to know I have it useless I'd love to hear what the Jobber community has to say about it! Sincerely, Melissa Melissa Purdy Owner/Operator Safety City LLC mailto:SafetyCityLLC@gmail.com http://www.SafetyCityLLC.comWe Hired for Skill & We Got Burnt.
When I first started hiring, I focused on work ethic and skills. We all look for the 3-5 year guy in the field. That’s how I saw every other electrician hire. Until we’ve trained side-by-side with leaders from the Ritz Carlton, studied what world-class hiring really looks like, and built our own system to bring it into the trades. But after years in the field, and now in my own electrical contracting company, I’ve learned that’s not enough. The trades have a people problem because we skip the part that matters: Character. Trust. Vision. And it’s how we filter now. What do you all think?Everyone Wants to HIRE the “3–5 Year Guy” — But Why?
Once again, contractors are falling into the same pattern. I keep seeing posts on Instagram that say: “Must have 3–5 years experience.”What do you guys think about this? Here’s my take: It’s because most people want someone they can toss straight into the field. No training. No culture building. Just go-go-go. But that’s how we end up with more bad hires than good ones. Here’s the truth: Hiring talent doesn’t fix broken systems. If you don’t know what problem you’re solving — even the “perfect” hire won’t help. So I made this visual graphic to help. This is how I think through hiring when I know I’m ready to grow. What are your thoughts?I don’t really share this much —
I just passed the 100 contractors mark that I’ve been able to help through @buildnational. Now, a few of you have seen how I built a $1 million revenue electrical business in my first 4 years. And it had nothing to do with working harder. It’s actually the opposite. It came from securing long-term relationships/contracts, repeat/bulk work with service agreements attached. And the key to it all was understanding MY NUMBERS so I could stay competitive and still close the year at 42% NET profit. We’ve been featured in Forbes and, together, broken down stigmas around construction that keep contractors stuck. All of this—while traveling the U.S. sharing our story. At the end of the day, I just want to make sure you have everything you need to take full advantage of contracting. If you want to have a conversation or just connect, I’m here to serve.Contractors can build anything, but what about yourself?
Most contractors are masters of technical skill. We know the code. We know the tools. Even I know how to troubleshoot a issue in minutes. But here’s what I’ve learned: The business doesn’t grow unless you do. The plan only works if the person leading it has clarity. This graphic changed the way I approach leadership, not just as a contractor, but as a builder of people and systems.HELP Too Many Electricians Google Prices — Not Enough Understand Margins
The last 6 months in our masterclass, we been talking with contractors throughout the USA- and one thing has shocked me personally about Electrical Contractors... Most electricians aren’t building pricing based on math, they’re just guessing. This is a shock to me because so many of us worked our A$$ off to apply and take the state exam. Yet, we fall back to asking Facebook or Googling “how much to charge for [x].” Another thing I saw was many copying what the other guy charges without knowing if he’s even profitable, or the fact their competitors have a different overhead. Am I the only one going crazy here? I built this visual as a blueprint for the trades. If you wire jobs with code compliance, you should price them with the same level of attention. What do you all think?Do Electrical Contractors own a business or job?
A lot of guys say they “work for themselves.” But when I ask who controls their schedule — it’s the customer. When I ask what happens if they take a day off — the work stops. And if they stop answering the phone — the leads disappear. That’s not a business. That’s a job with more pressure. I built this visual because I lived it. The truth is: most contractors don’t own their time, they just own the stress. So I came to the conclusion: If you stop working and your income stops too… You don’t own a business ... you just own your own job. How do you guys feel about that ?
