A Guide to Retaining Your Superintendents

A superintendent can make or break your construction job. They’re responsible for overseeing much of the project, managing it day-to-day, and keeping the other workers focused and satisfied. So when you find a good one, you know you have to hang on to them.

But how can you make sure you do that? We have some answers for you and your team.

Be Clear With Them

Open and honest communication is important in any work environment, so make sure that your superintendents feel like they are in the loop. If they’re unaware of your goals and aspirations for their projects, they could feel like they’re on an island.

Make sure they know that they have backup and support in you, and that you’re working toward a shared vision. Being a part of something makes a job more fulfilling, and it will give them one more reason to remain with your organization.

You may also want to let them know that you value their work. If they know you want them to stick around and you make it worth their while, you’re a couple steps closer to forging a long-lasting relationship.

Keep Them Close to Home

Not many people enjoy long commutes. There is a big difference between driving 20 minutes to get to a job and driving two and a half hours. If you’re negatively affecting your superintendent’s quality of life with an exhausting slog to work, they will be less inclined to stay with your organization.

So be sure to keep their projects reasonably close to where they live. A great way to do this is to regionalize your supers so that they only work in a reasonable radius of their home. That way they get to work ready to go, and not bogged down by a long trip.

Make It Interesting

Your supers will most likely want to be put on projects that interest them. Doing the same type of thing month after month could get old very quickly, and they may feel the need to pursue a wider range of projects.

Prioritize your best supers with the most interesting projects, and switch it up once in a while if they seem to be in a rut. This will keep their attention and reinforce the notion that their best interest is on your mind.

Compensate Them Appropriately

If your superintendents don’t feel well taken care of, they probably will not hesitate to search for a better pay day elsewhere. Gallup research shows that if employees feel engaged, they’re more likely to feel that they’re being paid appropriately, but even so, 22% of their respondents cited pay and benefits as the main reason they’ve left a job.

Make sure you’re paying your supers market rate, which could fluctuate over time. If you’d like more information about what pay scale you should be using, or if you want to find a super who you’ll want to work with for years to come, reach out to the recruitment experts at Michael Page. You can also submit a job spec here.