Construction is Hard: Presented by RIVET

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Join Brian and Gary on the sixth pillar in the WFM Business Practice: Productivity. We define Productivity as “units of work placed or produced per man hour.” And it’s not to be confused with Earned Value Analysis, that’s a management and planning technique that measures productivity. Measuring it against your Labor Plan can alert you to profit fade before it’s too late.

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Why are we talking about Information? Imagine printing out a colored CAD drawing. All the systems are different colors - the power is blue, the fire alarm is red, etc. But then you send the black and white version of the drawing out to the field to save money. The fifth pillar of Workforce Management is Information because prioritizing it can transform your organization from controlled chaos to controlled transparency. Join Brian, Gary & special guest Toby Mitchell from Classic Electric & Consulting breaking down field information, a source of truth and controlled transparency.

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Join Brian, Gary & special guest Toby Mitchell from Classic Electric & Consulting on the fourth pillar in the WFM Business Practice: Communications. We define Communications as the active push of information to pertinent parties. Why hasn’t construction adopted better forms of communication? It’s perplexing. The reason: there haven’t been platforms to create the right foundation, creating a “central nervous system” so information can be sent the way it should be. 

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The third pillar in the Workforce Management business practice: Scheduling.

What is Scheduling? A simple concept, but harder when you really break it down. Brian and Gary define Scheduling as “the process of allocating current employees across multiple projects with consideration to the individual attributes (the Roster), and current or future availability, all done while balancing project needs. 

Learn about the differences between project and workforce scheduling, and why Scheduling can’t be done with out a platform fit to the task.

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We’re on Pillar 2 of the Workforce Management Business Practice. If you’re short on labor, but also behind on maintaining your workforce Roster in a software platform, you’re not set up for success in your field operations. Brian and Gary guide MEP and Self Perform contractors on a successful foundation for Rostering.

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A deep dive into the first pillar of Workforce Management pillars: Forecast. Forecasting is a hot topic — it seems like everyone is chasing it. Brian & Gary break down forecasting and discuss misconceptions related to mixing up project planning with long-term forecasting. 

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It’s common in construction to find labor coordinators in a stressed position, and that’s usually because they don’t have the right platform. Without technology in place, the people and processes take on the weight. Learn how Gary searched for a Workforce Management platform for years, until he came across Brian at LaborChart. From there, the duo joined RIVET to specifically focus on serving MEP and self-perform contractors today. Because the RIVET platform is fit to the task, contractors are able to adopt the right technology so much faster.

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Brian & Gary crack open the basics of the Workforce Management business practice uniquely tailored to self-perform and MEP contractors. With technology evolving in construction, the business practice is evolving too.

Ask yourself: are you weak in any of these areas, and do you have a software platform to manage each of these with?

1. Forecast: What should our labor plan / resource load be?
2. Roster: Who is in my workforce and what experience do they have?
3. Schedule: Who is available and who will need a home?
4. Communications: Who is gaining or losing crews today?
5. Information: Do the appropriate people have access to the appropriate information?
6. Productivity: What is actually happening and how does it compare to plan?

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Inconsistent Workforce Management is the norm across construction. It’s not standard to do labor planning for all projects, but it should be. Tune in to the inaugural episode where Brian & Gary finally unleash a Workforce Management Program that uniquely supports specialty contractors.

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