Archive for June, 2007

Construction Consulting: Find Lost Dollars

Wednesday, June 13th, 2007
Construction HatTwo of our recent clients, one construction company with over $100 million in revenue and exceptional personnel, training, and controls in force, and another with under $2 million in revenue without any controls, had the same problem that so many of our clients face…lost profits from lack of controls of material deliveries in the field.

Our larger client builds homes valued over $5 million and sells them at cost plus a profit percentage. The smaller client builds residential renovations and decks at a fixed price. In both cases, we found that their materials were being delivered to their job site without being checked in by their field superintendent.

The result of that mistake was that the larger builder lost $80,000 because their client rejected an invoice where the costs for mill work and lumber were $80,000 over budget. Was the material stolen? Was it ever delivered?

We discovered that the materials were never used in the construction of the home!

The smaller company had material costs averaging 10-15% over budget. The materials were dropped off at the job site without anyone checking them and the materials were often short and spot purchased in the field.

Our one day analysis of “jobs” showed that the supplier was short delivering, back ordering material and billing the client for the full order, while our client purchased the backordered material and then paid for the material not delivered!

The Burruano Group instituted one week of “delivery testing” in which the field supervisor received materials and checked them against the PO.

We discovered hundreds of dollars of material erroneously billed by the building materials distributor to our client. In addition, their labor overruns were made even higher due to their employees finding it necessary to take the time to locate, pick up and deliver the shorted material!

To avoid this loss of dollars, provide your field superintendents with a report of materials to be delivered, copies of the purchase orders and an instruction to check the materials delivered against the report and PO.

Follow this procedure, and you’ll find thousands of lost dollars in material deliveries!

Bonuses vs Pay for Performance

Tuesday, June 5th, 2007

Bonuses paid when a job or a year “goes well” or “you make money”, or worse, paid as a Christmas bonus inevitably become ENTITLEMENTS. When the incentive is not paid based on the job and/or the year EXCEEDING your planned profit and performance, when it’s not based on the employee or employee group (as applicable) exceeding their specific standards in their jobs linked to your MINIMUM ACCEPTABLE PROFIT, simply the bonus becomes a gift and eventually becomes an expected entitlement. When it becomes an expected entitlement and it’s not paid on a job or at the end of the fiscal year or in December, the reverse often occurs…productivity declines - another waste of profit and cash flow with a potential decline in business discipline, poor attitudes, and more lost profit and cash flow.

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How Do I Make My Employees Accountable?

Tuesday, June 5th, 2007

Employees AccountableI’ve heard the term “accountability” probably only second to cash flow/profit over my 30 plus years of working with privately held and publicly traded companies. I’m often told, “I hired them for their experience and expertise, they know their jobs, but I just get what I get…not what I want”.

The fallacy is that when you leave it up to your employees to determine “what good is”, you simply get their “good” (potentially multiple little businesses ongoing with no risk…except to you as the owner), not YOUR GOOD. Assuming that your definition of “good” is valid (keeps you in business) and achievable (not impossible or benchmarked to constant 100% performance), whether in construction, manufacturing, distribution, or services, if you can’t clearly define YOUR GOOD in terms of critical processes to be performed, financial and operational standards linked to HOW YOU MAKE MONEY, have the ability to measure those results by critical process, and link the results to how the employee makes money, you simply can’t create ACCOUNTABILITY. In simpler terms the employee has to know precisely what they are accountable for daily/weekly/by job (standards or benchmarks based on the specific job or process); when they have to look to know if what their doing is working under your definition of “good” (via reports or simple observation); and to whom they have to communicate the results of their observation of good or bad to defined timelines.

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