ForConstructionPros.com

First, do not 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 and that if they just want to make more money, there is a good chance they’ll make more with overtime than what the supervisor might make if he is salaried.

Second, good candidates for the supervisor’s position may become open to the thought once they hear more about the specifics of the job. This requires that the contractor has developed a “roles and responsibilities” plan for the position. This document should clearly state what key roles need to be fulfilled by the supervisor and the list of responsibilities he will have in fulfilling such roles.

Now, still the question lingers… “How do I know if I’ve got Mr. Right?” Consider the following characteristics.

The Employee:

• Demonstrates good work habits
• Interacts well with other workers
• Looks to solve problems
• Rarely whines or complains... at least publicly
• Remains "in control" when others are out of control
• Is calm but direct when addressing difficult situations
• Projects loyalty to the company and projects without "brown nosing" the boss
• Technically is sharp enough and what he doesn’t know, he isn’t afraid to ask

While the above characteristics are not exclusive, it should provide you with some ammunition to use when looking at your existing team of workers to decide if “Mr. Right” is within your rank and file. If he is not, then you will need to look outside the company for a supervisor.

Training ‘Mr. Right’

If you believe that you will simply promote an untested construction worker into the supervisor’s role and then have no more work to do, please call me for some swamp land in Florida that I’d love to sell you. Once you have promoted your choice for the supervisor’s job then the work has only just begun.