ForConstructionPros.com

Contractors are always looking for that next supervisor. Always! In more than 20 years of consulting, most of that in the construction industry, I've never seen a let up in owners or senior leaders discussing where they will get their next supervisor or foreman.

Leadership is simply high in demand and low in supply. Promoting your best technical worker to a supervisory position has left many contractors regretting the move. Why? Because not every superstar worker is a lock to be a superstar field leader. While you certainly want your supervisors to be knowledgeable they do not have to be the smartest workers you have. Likewise, they do not have to be the best craftsman, operator, or driver.

It's often difficult to see some employees as leadership material. And while some employees might not be the type an owner wants on his management team, others might express interest in a supervisors job just because they want to look more important than other workers. Sometimes the employee who broadcasts his desire to be a supervisor simply wants a pay raise.

What's a contractor to do?

First, don't let a good employee fool you into thinking that he really isn't interested in a leader's position. Most smart construction workers realize that being a supervisor is no picnic. They know that if money is the issue there is a good chance they'll make more with overtime than as a salaried supervisor.

Also, good candidates for the supervisor's position might become more open to the position once they hear more about the specifics of the job. So contractors need to develop a "roles and responsibilities" plan for the position, clearly stating what key roles the supervisor will fulfill and including a list of responsibilities he will have in fulfilling such roles.