How do you currently showcase your work?
What if you could showcase your work without stopping what you're doing to constantly pull out your phone? Imagine wearing smart glasses that could help capture your work as you build, install, repair, weld, wire, paint, cut, create, and solve problems throughout the day. Now imagine those photos and videos helping you build a professional portfolio that contractors, employers, and customers could discover. Would you use something like that? 🤔 A few questions: How do you currently showcase your work? • Have photos or videos of your work ever helped you get a job, customer, or opportunity? • Would you wear smart glasses if they could help document your work automatically? • If a platform helped skilled trades workers get discovered based on their actual work instead of just a resume, would you join? I'm curious to hear honest feedback from workers across all trades. What would make a platform like this valuable enough for you to use? 👇 Drop your thoughts in the commentsConstruction Contractor: Drowning in the abyss of AI consumers
Hello! I’m new to the site, but I joined searching for answers to a lingering question. Are there any specific sites that I can register for to be able to contact prospective clients and send bids in my area? Facebook is flooded with people who consistently undercut me on price but are not as good on professionalism or product quality. Whether it be residential properties or commercial? I’ve recently downsized and have been stuck sub-contracting for a larger business devoting all of my time and making pennies on the dollar. The financial strain of the decision has been weighing on me heavily. My wife has lost faith in our construction business, but I can’t help but to reminisce about how successful we were when we were at full operation with 6-10 guys. I can’t just give up on the dream. Anyone on here able to show us how we can make this embed of hope into a wildfire? We specialize in all niche trades in the construction industry, yes all from form to finish. There’s no lack of drive and determination, just direction.New Generation Problems: How do you train and manage younger employees in the trades?
How are you guys dealing with the newest generation coming into the trades. I feel like these guys have intelligence, they ask very good questions but my answers leave them looking like a deer in the headlights. No information seems the be retained, and it seems like they are unable to work independently without continuous instructions. have not found a good way to get through to them, seems they are only here for the paycheck and no one considers acquiring knowledge and skill as an asset anymore. What have you been experiencing?
NEW MEMBER INTRODUCTION
Hey everyone — I run Dream West Projects out of the Sea-to-Sky in BC. I focus on renovations and I’m currently scaling into multi-unit and larger contracting work. Looking forward to connecting with others in the industry and learning from the community. www.dreamwestprojects.comYoung Contractor Focused on Growth & Systems
Hey everyone, I’m Andrew—owner of Rodgers Home Construction. I focus on residential renovations, additions, and building projects done right the first time. I’m big on running a tight operation with clear communication, solid systems, and delivering exactly what’s promised. Right now I’m focused on leveling up the business side; estimating, job tracking, and building a team that takes pride in the work. I joined this community to connect with other contractors who are serious about growth. What’s one system or process that made the biggest impact in your business?
How do you reduce or eliminate rework in field service jobs?
What systems or habits have helped you eliminate rework in the field? Our solution was bringing on a highly qualified individual with strong attention to detail. We compensate him well, and in return he consistently delivers top-tier work.Salary for In Field Staff? Good Idea or Bad Idea
Curious how others handle salary for field staff, especially hybrid roles. I’m in a bit of a management dilemma and wanted to see how other service businesses approach this. Ideally I’d like to hire a strong operations manager to help manage projects, but as many of you probably know, finding someone who truly thrives in that role can be tough. My alternative idea is to split some of that responsibility between my two most experienced technicians. Both of them have a wide range of knowledge and strong leadership potential. The idea would be a hybrid role where they still spend most of their time in the field but also manage a portion of the jobs. The management side wouldn’t be overly complex – mainly making sure the right technicians are scheduled, materials are ordered, and acting as the point of contact if the crew runs into issues on a job. In return they would earn additional compensation for taking on those responsibilities. My two questions are: has anyone here put in-field technicians on salary, and if so how did that work out? And has anyone successfully split operations responsibilities among senior field staff instead of hiring a dedicated operations manager? I don’t have concerns about their work ethic. They’re both very reliable and I think they’d take the responsibility seriously. In fact giving them more ownership might make them even more invested, and I could also tie in performance incentives if needed. At the same time I don’t want to create a structure that causes problems down the road. I also recognize that being a field tech isn’t necessarily a forever role, so part of me sees this as a potential growth path for them. Curious to hear what has worked or not worked for others.
