Dennis Purinton: An Abrams’ Law Story

“When work becomes work and not enjoyable, it’s time to retire. Most businesses are you and some equipment. The only real value to your business without ‘you’ is the equipment.” – Dennis Purinton

Dennis Purinton, an outstanding foundational figure in the concrete industry, recently retired after an impressive 38 years of contribution. With a strong commitment altruistically to the Concrete Foundations Association and American Concrete Institute, his small contracting company soon became a giant in its field. Purinton, in his immense humility, would never admit the massive impact his work has made on the concrete industry; however, his projects truly speak for themselves. 

But how does such a presence in the concrete industry come to be? “We began as a general contractor in March of 1984,” Purinton explained. “We expanded the concrete business for our own use approximately two years later, and approximately one year after that expanded to providing concrete services to other general contractors, which became a big demand, allowing us to discontinue our own general contracting work and concentrate on providing services to other general contractors.” 

Throughout the company’s progressing success, Purinton never lost sight of what his career meant to him, and how his smaller company could contribute to such an essential industry. “I have always believed my knowledge and experience have little value unless I make it available to others. Whenever we took on a task or commitment, we committed to it 100 percent until completed. Volunteering to a commitment and expecting others to carry the load by only showing up for the glory or social gatherings and functions was not who I was. Trade associations are a form of higher education that generates our industry leaders. These industry leaders question the value and viability of existing codes and standards. Those same leaders advocate for new codes and standards that the latest technology requires, but respect the tried and true ways of the past.”

When asked to further expand on this idea of trade associations as a form of higher education and what approach he would take in teaching today’s young minds the purpose and wonder of working in the concrete industry, Purinton said, “I learned from the school of hard knocks. This industry is very gratifying and fulfilling. Most people do not have the ability to drive around and see their work, knowing it will become a part of history. It is important that those of us that have had success in the industry educate future generations, wherever we go in life, of the gratifying positives of the industry. Even if young people grow up in a family involved in any of the trades, that does not guarantee they too will want to do the same. Wherever I go, if I see someone who truly enjoys working outside, has a great work ethic, asks questions, and wants to learn, I step in and encourage, nurture, and share knowledge. It takes so much more than a classroom—which will make people book smart and teach basic routine functions in this industry—because each and every job is different and unique. It takes someone with quick thinking while staying calm when something goes wrong. It takes each and every one of us to take someone under our wing every time we have the chance or the opportunity arises.”

Purinton applied this philosophy to his son, who plays an integral part in carrying the bright torch of Purinton Builders into the future. Michael Purinton, Purinton’s son and partner in business, calls to mind the phrase “like father, like son.” 

“The transition from sandbox trucks to productive equipment came very early for Mike,” Purinton said. “He loved working outdoors from the time he could walk and was at my side every chance he could get from about age eight. He had a natural ability, keen interest, was very attentive, and held a desire to learn and do anything needed. He was very proficient swinging a hammer and operating various equipment by age twelve. By the time he graduated high school, he was extremely interested in the business and after a couple years at college he was eager to return to the business full time. I could not have grown the business to what it became without his knowledge and hard work, which were invaluable.”

Family is a central pillar in the concrete industry, where this vital artform is passed down from generation to generation. Equally as important to the success and growth of all companies invested in the concrete business, however, is community. Purinton was asked to comment on how important relationships within the industry were to his business. “When you realize that your competition is not your enemy but a partner in the expansion of the industry, you can realize the benefits of industry associations and the experience of others, like competitors.” Purinton knows it is easy to get caught up in the competition of who gets what clients, whose income is the highest, and who can make the most outstanding concrete creations. Working together with other contractors, though, will provide growth and success much faster than working independently.

Another key relationship integral to the success of Purinton Builders is that of buisiness with supplier. Purinton speaks to those relationships and how they have changed over the years, saying, “Service from a dependable, quality supplier is by far more important than price. Poor product and service will cost you profit, customers, and your reputation as a quality, dependable contractor.” One of the ways he maintained good relations with suppliers is through mutual respect. “An understanding of supplier logistics makes for good supplier relationships. We never demanded extraordinary service unless circumstances absolutely required it. Prompt payment by us every month made reliable service much easier to accomplish. We maintained established relationships with our trusted manufacturers and suppliers for many years. We knew what to expect from them and they knew what to expect from us.”

With a myriad of projects and project types spread across nearly forty years of business, Purinton knows his passion was always the odd job or project that nobody wanted. “These projects were where the bread and butter always was,” he said. “While each one often meant learning something new or seeking collaboration and expertise that I didn’t have, the chance to provide the right solution always brought a combination of sincere gratification and healthy compensation.” 

Perhaps this is why it is fitting that the culmination of all his work, all his knowledge and the pursuit of customer satisfaction, would lead to his final project being a retirement home for he and his wife. While having a vested and passionate interest in the outcome, the project was yet another example of the technical approach to quality Purinton Builders has been known for throughout New England. “The project required a high level of coordination with architects, engineers, general contractors, inspectors, utility companies, vendors and suppliers, and, of course, the ‘homeowners,’” Purinton said. “I was a licensed demolition contractor, so the project began with careful attention to recycling or repurposing as much of the materials obtained through the demolition.” The objective for the project was to create a home structurally designed to withstand the extreme weather that the couple could face with an environmentally friendly structure and long-term life expectancy. 

A high emphasis was placed on the project being visually pleasing and, of course, highlighting the use of concrete. In the end, Purinton Builders gave the Purintons a project with integrally insulated foundation walls and concrete featured in the driveway, patios, exterior deck, interior floors, and exterior concrete stairs descending from each of the outdoor entertainment spaces. “We concentrated on environmentally friendly concrete accessories and materials,” Purinton said. “With long-term durability, structural stability, and energy efficiency as focal goals, we pulled on decades of experience to select the right insulating and lighting systems, as well as relying on our industry relationships to optimize the concrete mix designs.” The materials used on the project were locally sourced, including hardwood flooring harvested from locally grown timbers. In keeping with the high thermal efficiency and thermal mass of the insulated concrete, Purinton selected highly energy-efficient mechanical systems, such as having high SEER rating in the heating and cooling equipment and a radiant floor heating system embedded in a gypcrete base in areas where there is masonry flooring. Having seen the latest in technology for lighting efficiency in concrete homes he had built, Purinton also incorporated LED smart lighting systems to help feature spaces throughout the home. Finally, using some of the more adventurous experience he and Michael had gained in the last decade, they finished the project with sitework that involved storing all site water using pervious concrete and underground dispersing systems. Start to finish, this project completed a labor of love and conscientious commitment to quality that summarizes the career of the Purintons.

When things were going so well for Purinton Builders, how did Dennis Purinton know it was time to retire and go about making that incredibly complex decision? “Age and continuing restrictions and mandates being put on small businesses took the fun away from being in business. The aggravation of day-to-day requirements did not justify the additional income or the loss of personal and family time. I still have many opportunities to continue to contribute to the betterment of the industry as well as educate and pass on knowledge to other contractors.” For Dennis Purinton, just like the Abrams’ Law requires the perfect ratio of water to cement, his career required a healthy balance of work and joy. When asked what advice he would give for others to follow, he leaves us with this: “When work becomes work and not enjoyable, it’s time to retire. Most businesses are you and some equipment. The only real value to your business without ‘you’ is the equipment.”

Planificar sus presentaciones

La convocatoria de inscripciones para 2023 ya está en www.cfaconcretepros.org, donde se le anima a descargar el formulario de presentación para completar. Las inscripciones están abiertas a cualquier miembro de la Concrete Foundations Association, y es gratis enviar una entrada. ¿Aún no es miembro? Hay una solicitud rápida y fácil para la membresía en línea, o puede inscribirse para la membresía poniéndose en contacto con la sede de la Asociación. 

Una vez que haya descargado el formulario de envío, seleccione el tipo de proyecto y proporcione información de contacto. Luego hay tres áreas clave de información para el proyecto que su equipo querrá considerar. La cantidad, precisión y calidad de esta información a menudo marcarán la diferencia en si un proyecto se convierte o no en una mención honorífica, asciende al ganador en una categoría o se convierte en el Gran Proyecto General del Año.

Datos del proyecto

Derivado de su historia de presentar el proyecto más grande, espectacular y más complicado del año, la primera sección que completará para el proyecto es la de especificaciones. Estas estadísticas básicas permiten una comparación rápida dentro de las numerosas categorías disponibles para los proyectos y muestran la razón por la que ha elegido enviar el proyecto. Recuerde, las fundaciones pequeñas no compiten contra las McMansiones, y las fundaciones comerciales no compiten contra las casas sobre nivel, etc.

Narrativa para su trabajo

Cada proyecto tiene una historia que los números no pueden descubrir. Una serie de preguntas lo impulsa a pensar de manera única sobre el proyecto, su enfoque y los obstáculos que superó, y anima a reflexionar sobre la satisfacción de todos los participantes con los resultados finales. Esta información puede escribirse de manera sucinta o elaborada como sea necesario para capturar la sensación que le gustaría que tuvieran los espectadores.

Evidencia gráfica de la obra

Dicen que una imagen vale más que mil palabras, y cada premio comienza con las imágenes. A medida que la disponibilidad de drones, teléfonos inteligentes 4K e incluso video se ha vuelto más generalizada a través de nuestra cultura, muchos contratistas han mejorado el juego cuando se trata de fotografiar el trabajo que hacen semana tras semana. A medida que un proyecto de importancia comienza a desarrollarse, es de gran valor tener un plan sobre cómo comercializará su trabajo, lo que conduce a excelentes registros de presentación de premios. Hay un mínimo recomendado de tres a cuatro imágenes para cada envío de proyecto, y no hay una cantidad máxima. Las empresas que han grabado y enviado videos a menudo se convierten en parte de momentos adicionales de promoción de la Asociación, como ser utilizados en un clip destacado en World of Concrete. 

La mayor parte del proceso de presentación del premio es dar el primer paso. ¿Con qué proyecto están más satisfechos usted, su equipo, su cliente y posiblemente el propietario del proyecto? ¿Qué proyecto le da motivos para confiar en el próximo año? Estos son los tipos de proyectos que conforman los Proyectos del Año de la CFA construidos por #CFAConcretePros.

Planning Your Submittals

The Call for Entries for 2023 is already up at www.cfaconcretepros.org, where you are encouraged to download the submittal form for completion. Entries are open to any member of the Concrete Foundations Association, and it is free to submit an entry. Not yet a member? There is a quick and easy application for membership online, or you can sign up for membership by contacting Association headquarters.

Once you have downloaded the submission form, you select the project type and provide contact information. Then there are three key areas of information for the project your team will want to consider. The amount, accuracy, and quality of this information will often make the difference in whether or not a project becomes an honorable mention, ascends to the winner in a category, or becomes the Overall Grand Project of the Year.

Tales of the Tape

Stemming from its history of presenting the biggest, “baddest,” and most complicated project of the year, the first section you will complete for the project is that of specifications. These basic statistics allow for quick comparison within the numerous categories available for projects and show the reason why you have chosen to submit the project. Remember, tiny foundations do not compete against McMansions, and commercial foundations do not compete against above-grade homes, etc.

Narrative for Your Work

Every project has a story that numbers cannot uncover. A series of questions prompts you to think uniquely about the project, your approach, and the hurdles you overcame, and encourages you to reflect on all participants’ satisfaction with the final results. This information can be written as succinctly or elaborately as necessary to capture the feeling you would like the viewers to have.

Graphic Evidence of the Work

They say a picture is worth a thousand words, and every award begins with the pictures. As the availability of drones, 4K smartphones, and even video has become more pervasive through our culture, many contractors have upped the game when it comes to photographing the work they do week in and week out. As a project of significance begins to unfold, it is of great value to have a plan on how you will market your work—which leads to great award submittal records. There is a recommended minimum of three to four images for each project submittal, and no maximum amount. Companies who have shot and submitted video often find their footage becoming part of additional Association promotion moments, such as being used as a featured clip at World of Concrete.

The biggest part of the award submittal process is taking the first step. Which project are you, your crew(s), your customer, and possibly the project owner most satisfied with? Which project gives you reason to be confident in the year ahead? These are the kinds of projects that make up CFA’s Projects of the Year built by #CFAConcretePros.

2022 Projects of the Year Inspire 2023 Competition

Setting a Culture of Pride

One more outstanding project from 2022 leads off this invitation to the only annual industry awards program recognizing concrete work that, for the most part, is long forgotten once the project is completed. We are preparing for the 24th year of the program. If you have been part of a technically strong or creatively complex project, or part of any project that has brought pride to your company, we encourage you to take the initiative to plan a submittal for the Concrete Foundations Association’s 2023 Projects of the Year.

Participation in the annual Projects of the Year program is free to members of the Association.  The requirements for submittal can be found in the discussion at the end of this article and all forms can be quickly downloaded from https://www.cfaconcretepros.org/awards.

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2K-5K SINGLE-FAMILY RESIDENTIAL FOUNDATION AWARD

PERMA-STRUCTO, INC.

Elizabeth Lake | Twin Lakes, Wisconsin 

Tales of the Tape:

• Linear Feet of Wall: 614
• Square Feet: 4,370 (house) – 7,650 total (garage and porches) 
• Yards of Concrete: 230
• Steel Reinforcement: 11,000 lbs.
• Wall Heights: 3′-4″ to 13’-0” (twelve different heights)
• Wall Thickness: 10”, 12″, and 14”

This project had numerous steps in the footings due to soil conditions and the lakeside location, along with taller than average wall heights. While the walls were mostly 10 feet and 11 feet 4 inches in height, they reached as high as 13 feet. Using modular aluminum forms, we were able to achieve this variety by stacking and using combinations of 5-foot, 4-foot, 2-foot, 6-foot, 8-foot, and 9-foot forms. Given our reputation from prior experience on more complex jobs, we were able to participate in this project and deliver it with our attention to detail.

Among the complicated details, there was a dual-level back porch with one level for a hot tub and one level for seating. The wall detailing combined a stepping brick ledge with a 16-inch-deep floor joist interior ledge to facilitate an on-grade entrance for accessibility. The brick ledge stepped at 8 inches, 1 foot 8 inches, 2 feet 8 inches, 3 feet 8 inches, 4 feet 8 inches, and 5 feet 8 inches. Finally, common to such large custom foundation structures, there were multiple oversized window openings with cast-in-place treated wood bucks.

A phased approach to this project allowed our crews to work simultaneously on other projects with critical schedules. With the efficiency of our operations, all house footings were completed in two days and the walls were completed in six days, followed by the garage section with a day each for footings and walls, and finally the porch levels.

PROYECTOS DE 2022 INSPIRAN EL CONCURSO DE 2023

ESTABLECER UNA CULTURA DE ORGULLO

Otro proyecto sobresaliente de 2022 conduce a esta invitación al único programa anual de premios de la industria que reconoce el trabajo con concreto que, en su mayor parte, se olvida una vez que se completa el proyecto. Nos estamos preparando para el 24º año del programa. Si ha sido parte de un proyecto técnicamente fuerte o creativamente complejo, o parte de cualquier proyecto que haya enorgullecido a su empresa, lo alentamos a tomar la iniciativa de planificar una presentación para los Proyectos del Año 2023 de la Concrete Foundations Association. 

La participación en el programa anual Proyectos del Año es gratuita para los miembros de la Asociación. Los requisitos para la presentación se pueden encontrar en la discusión al final de este artículo y todos los formularios se pueden descargar rápidamente desde https://www.cfaconcretepros.org/awards.

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PREMIO DE CIMIENTOS RESIDENCIALES EN CASAS UNIFAMILIARES DE 2 MIL A 5 MIL

PERMA-STRUCTO, INC.

Elizabeth Lake | Twin Lakes, Wisconsin 

Datos del proyecto:

• Pies lineales de muro: 614
• Pies cuadrados: 4,370 (casa) – 7,650 en total (garaje y porches) 
• Yardas de concreto: 230
• Refuerzo de acero: 11,000 lbs
• Alturas de muros: 3′-4” a 13’-0” (doce alturas diferentes)
• Espesor de muros: 10”, 12” y 14”

Este proyecto tenía numerosos escalones en las bases debido a las condiciones del suelo y la ubicación junto al lago, junto con alturas de muro más altas que el promedio. Mientras que los muros eran en su mayoría de 10 pies y 11 pies y 4 pulgadas de altura, alcanzaban hasta 13 pies. Usando moldes modulares de aluminio, pudimos lograr esta variedad apilando y usando combinaciones de moldes de 5 pies, 4 pies, 2 pies, 6 pies, 8 pies y 9 pies. Dada nuestra reputación de experiencia previa en trabajos más complejos, pudimos participar en este proyecto y entregarlo con nuestra atención al detalle.

Entre los detalles complicados, había un porche trasero de dos niveles con un nivel para un jacuzzi y otro nivel para sentarse. Los detalles del muro combinaron una repisa escalonada de ladrillo con una repisa interior de vigas de piso de 16 pulgadas de profundidad para facilitar una entrada a nivel para la accesibilidad. La repisa de ladrillo se escalonó a 8 pulgadas, 1 pie 8 pulgadas, 2 pies 8 pulgadas, 3 pies 8 pulgadas, 4 pies 8 pulgadas y 5 pies 8 pulgadas. Finalmente, común a estructuras de cimentación personalizadas tan grandes, había múltiples aberturas de ventanas de gran tamaño con marcos de madera tratada colados en sitio.

Un enfoque gradual de este proyecto permitió a nuestros equipos trabajar simultáneamente en otros proyectos con cronogramas críticos. Con la eficiencia de nuestras operaciones, todas las zapatas de la casa se completaron en dos días y los muros se completaron en seis días, seguidos por la sección de garaje con un día para las zapatas y muros, y otro para los niveles del porche.

Recruiting Is Not Magic – Results Of Talent-Attraction Transformation Seem Magical!

Would it be amazing to have a line of qualified candidates waiting for an opening in your organization? It can happen by abandoning the old-fashioned Talent Acquisition method of recruiting and transforming your company into a Talent Attraction firm.

What is wrong with Talent Acquisition for professionals? Nearly everything. This is the reason many companies are having difficulty finding qualified professionals to work with them. How about Talent Acquisition for hourly labor? Finding strong candidates who will work for hourly wages is difficult across all industries today.

A Human Resources department is an important function for compensation, benefits, training and development, employee relations, culture, and HR tech. Please note that these are all Administrative or Compliance functions. When was the first time that a compliance officer ever led an organization in Sales? This would probably only happen if they owned the business. Recruiting, rather than falling into an admin and compliance category, mirrors the SALES Process perfectly all the way through to the Retention of Top Employees. 

Isn’t it time to move recruiting to operations, where they are feeling the pain from a lack of qualified candidates? Even with hourly workers, many times the HR department is so focused on compliance that they ignore common-sense ways to attract talented labor.

Companies that embrace Talent Attraction find that people WANT to work with them. Are your managers your top recruiters? They should be. Why? The best managers are always seeking better talent to upgrade their team – just like college and professional basketball coaches.

The ELEPHANT (caps because elephants are big!) in the room is how do we attract top hourly workers? My Talent Attraction Consulting business is not focused on “just” executives or “just” professionals. My consulting is focused on my client. This means that if they need hourly workers, we create a path to attract hourly workers.

As a consultant, in my conversations with some CFA members, I have been able to open doors to state and regional organizations prime for tapping top-level workforce talent through government programs with the military. These individuals are already trained to do their construction jobs and obey direct orders. Once you hire one, you have a pipeline to others who are interested in working in your location. This is called Talent Attraction! In just one quick conversation, I have been able to align such a focus with the message and tools necessary to take immediate action… and it works.

Once your company develops a vein of potential employees, assign someone to mine that vein. Just as in mining, eventually, that vein may stop producing at some point in the future. This is evidence that recruiting is NOT Magic. As the employment economy changes, the difficulty in sourcing and identifying the best talent also changes. It is important to adjust your sources and focus on the next vein—and there is always another vein.

Sometimes, Talent Attraction has candidates lining up at your doors, generally during recessions when you may be slow. Have you considered interviewing those candidates? Select the ones who may be desirable. Promise them that you will reach out when the business turns around—and then do so! Never assume that they found another job or a position that they love. That person could be one of your coming Stars!

There are other times when it seems that there is no one in your state who is looking for another position. I understand. Remember, few companies have access to my articles (or will read them if they have access). Therefore, many will have missed my article in Concrete Facts last quarter, “Is Your Company’s Practice to Plan for Top Employee Retention?”

This means that their employees may be recruited by you. Hey, you do not have to be the company that is shorthanded.

If you find and hire just one of their good employees, you now have the leverage to incentivize (with a referral bonus) your new employee to attract other good employees from their previous company. Now let’s be clear, CFA members should not go after employees from fellow CFA members! 

This is Talent Attraction at its best! Build on this success and find new companies that need to shed some of their good employees onto you.

You got this!

Editor’s note:  Bill Humbert, RecruiterGuy.com, is a consultant member of the Concrete Foundations Association. He offers these quarterly articles as a way of inspiring workers in this industry to think more strategically and creatively about the talent attraction and retention processes. As valuable as this free advice found in Concrete Facts is, how much more could you and your company benefit from becoming a member of the Association? How much more could you benefit from a work session or two with RecruiterGuy?

El reclutamiento no es magia: ¡los resultados de la transformación de la atracción de talento parecen mágicos!

¿No sería maravilloso tener una fila de candidatos calificados esperando una vacante en su organización? Puede suceder abandonando el anticuado método de la adquisición de talentos para reclutar y transformar su empresa en una empresa de Atracción de talento.

¿Qué hay de malo en la adquisición de profesionales? Casi todo. Esta es la razón por la que muchas empresas están teniendo dificultades para encontrar profesionales calificados para trabajar con ellos. ¿Qué tal una adquisición para el trabajo por hora? Encontrar candidatos fuertes que trabajen por sueldos por hora es difícil en todas las industrias hoy en día.

Un departamento de Recursos Humanos es una función importante para la compensación, los beneficios, la capacitación y el desarrollo, las relaciones entre empleados, la cultura y la tecnología de recursos humanos. Por favor note que todas estas son funciones administrativas o de cumplimiento. ¿Cuándo fue la primera vez que un funcionario de cumplimiento dirigió una organización en Ventas? Esto solo sucedería si fueran dueños del negocio. El reclutamiento, en lugar de caer en una categoría de administración y cumplimiento, refleja perfectamente el proceso de VENTAS hasta la retención de los Mejores Empleados. 

¿No es hora de trasladar el reclutamiento a operaciones, donde están sintiendo el dolor de la falta de candidatos calificados? Incluso con trabajadores por hora, muchas veces el departamento de Recursos Humanos está tan centrado en el cumplimiento que ignoran las formas de sentido común para atraer una mano de obra talentosa.

Las empresas que adoptan la Atracción de talento encuentran que la gente QUIERE trabajar con ellas. ¿Son sus gerentes sus reclutadores principales? Deberían serlo. ¿Por qué? Los mejores gerentes siempre están buscando mejores talentos para mejorar su equipo, al igual que los entrenadores de baloncesto universitarios y profesionales.

El ELEFANTE (¡en mayúscula porque los elefantes son grandes!) en la habitación es ¿cómo atraemos a los mejores trabajadores por hora? Mi negocio de consultoría de Atracción de talento no se centra en “solo” ejecutivos o “solo” profesionales. Mi consultoría se centra en mi cliente. Esto significa que, si necesita trabajadores por hora, creamos un camino para atraer trabajadores por hora.

Como consultor, en mis conversaciones con algunos miembros de la CFA, he podido abrir las puertas a organizaciones estatales y regionales principales para aprovechar el talento de la fuerza laboral de alto nivel a través de programas gubernamentales con las fuerzas armadas. Los individuos ya están capacitados para hacer sus trabajos de construcción y obedecer órdenes directas. Una vez que contrate uno, tiene un canal para otras personas que estén interesadas en trabajar en su ubicación. ¡Esto se llama Atracción de talento! En una sola conversación rápida, he podido alinear ese enfoque con el mensaje y las herramientas necesarias para impulsar la acción inmediata… Y funciona.

Una vez que su empresa desarrolle un canal de empleados potenciales, asigne a alguien para aprovechar ese canal. Al igual que en la minería, eventualmente, esa veta puede dejar de producir en algún momento en el futuro. Esto es evidencia de que la contratación NO es magia. A medida que cambia la economía de empleos, también cambia la dificultad para buscar e identificar el mejor talento. Es importante ajustar sus fuentes y centrarse en el siguiente canal, y siempre hay otro canal.

A veces, la Atracción de talento tiene candidatos alineados en sus puertas, generalmente durante las recesiones cuando puede ser lento. ¿Ha considerado entrevistar a esos candidatos? Seleccione los que puedan ser deseables. Prométales que se comunicará cuando el negocio cambie, ¡y luego hágalo! Nunca asuma que encontraron otro trabajo o un puesto que aman. ¡Esa persona podría ser una de sus próximas Estrellas!

Hay otras ocasiones en las que parece que no hay nadie en su estado que esté buscando otro puesto. Entiendo. Recuerde, pocas empresas tienen acceso a mis artículos (o los leerían si tienen acceso). Por lo tanto, muchos se habrán perdido mi artículo en Concrete Facts del trimestre pasado, “¿Es práctica de su compañía planificar para retener a los mejores empleados?”.

Esto significa que sus empleados pueden que sean reclutados por usted. Oiga, no tiene que ser la compañía que se queda corta de empleados.

Si encuentra y contrata solo a uno de sus buenos empleados, ahora tiene la ventaja de incentivar (con un bono de referencia) a su nuevo empleado para atraer a otros buenos empleados de su compañía anterior. Seamos claros, ¡los miembros de la CFA no deben perseguir a los empleados de otros miembros de la CFA! 

¡Esto es la Atracción de talento en su mejor momento! Aproveche este éxito y encuentre nuevas empresas que necesiten deshacerse de algunos de sus buenos empleados.

¡Usted puede lograrlo!

Nota del editor: Bill Humbert de RecruiterGuy.com, es miembro consultor de la Concrete Foundations Association. Ofrece estos artículos trimestrales como una forma de inspirar a los trabajadores de esta industria a pensar de manera más estratégica y creativa sobre los procesos de atracción y retención de talento. Tan valioso como este consejo gratuito que se encuentra en Concrete Facts es, ¿cuánto más podrían usted y su empresa beneficiarse de convertirse en miembros de la Asociación? ¿Cuánto más podría beneficiarse de una sesión de trabajo o dos con RecruiterGuy?

Concrete Foundations Association aprovecha la próxima generación de miembros a través del nuevo grupo de “Líderes Emergentes”

La Concrete Foundations Association (CFA) se complace en anunciar el desarrollo de lo que comúnmente se conoce como un grupo de “profesionales jóvenes” o “YP” (por sus siglas en inglés). Dado que muchas empresas miembros de la CFA son multigeneracionales, este nuevo grupo de líderes emergentes proporciona espacio para que la nueva generación experimente los beneficios de aprender en equipo y compartir con otros con los que pueden relacionarse más fácilmente. 

En el verano de 2022, la Junta Directiva reconoció el deseo de establecer una red de jóvenes profesionales donde los miembros del grupo pudieran colaborar, resolver problemas, ofrecer apoyo y crecer juntos. Una vez que la iniciativa se puso en marcha, un grupo inicial de 25 se formó muy rápidamente. En enero de 2023, en World of Concrete, este grupo tuvo su primer evento social en persona. Patrocinado por Western Forms, se inició con una hora de cocteles, lo que permitió que muchos miembros del grupo se reunieran por primera vez. A medida que todos se presentaron y compartieron sus antecedentes, pudieron relacionarse entre sí cada vez más. Estas conversaciones ayudaron a los participantes a descubrir que tienen muchas similitudes, independientemente de si son propietarios como líderes de segunda o tercera generación o si están ascendiendo en las filas. 

“Esto es lo más energizante que he presenciado en años. Ver a esta próxima generación hablar apasionadamente sobre la industria es refrescante. ¡Estas van a ser las personas que mantendrán a las empresas con éxito! Estoy feliz de que la CFA haya progresado y esté involucrando a este grupo más joven”, dijo el miembro de CFA, Tom Werling, mientras se detenía en el stand de la CFA durante el inicio. 

El grupo de líderes emergentes se comunica regularmente a través de Slack y ya tiene la próxima actividad en persona planificada. Se llevará a cabo durante #CFACON23, la convención anual de la Concrete Foundations Association, que se llevará a cabo este año en San Antonio, TX, del 27 al 29 de julio. 

Cualquier persona de una compañía miembro de CFA es bienvenida a participar en eventos y programas y a involucrarse. Comuníquese con Skye Kelley en

skelley@cfaconcretepros.org o por teléfono al 319-895-6940.

Concrete Foundations Association Taps Into Next Generation of Membership Through New “Emerging Leaders” Group

The Concrete Foundations Association (CFA) is excited to announce the development of what’s commonly known as a “young professionals” or “YP” group. With many CFA member companies being multigenerational, this new Emerging Leaders group provides space for the new generation to experience the benefits of team learning and sharing among others with whom they can more easily relate.  

In the summer of 2022, the Board of Directors recognized the desire to establish a network of young professionals where group members could collaborate, problem solve, offer support, and grow together. Once the initiative was put into motion, an initial group of 25 formed very quickly. In January of 2023, at World of Concrete, this group had their first in-person social. Sponsored by Western Forms, there was a happy hour kick-off, allowing many from the group to meet for the first time. As everyone introduced themselves and shared their backgrounds, they could relate with one another more and more. These conversations helped the participants find they have many similarities, regardless of whether they have ownership as a second or third generation leader or are working their way up the ranks.  

“This is the most energizing thing I’ve witnessed in years. Seeing this next generation speak passionately about the industry is refreshing. These are going to be the people who keep companies succeeding! I’m happy that CFA has progressed and is getting this younger group involved,” said CFA member, Tom Werling, as he stopped by the CFA booth during the kick-off.

The Emerging Leaders group communicates regularly though Slack and already has the next in-person activity planned. It will take place during #CFACON23, the Concrete Foundations Association’s yearly convention, which will be held this year in San Antonio, TX, July 27–29.  

Anyone from a CFA member company is welcome to participate in events and programs and to get involved. Contact Skye Kelley at

skelley@cfaconcretepros.org or by phone at 319-895-6940.

What Does the Board Say…

We live in a very complex world where business and personal lives do not mix as much as they once did. Yet, all aspects of our lives are stretched to the very limits of their respective capacities, resulting in challenging decisions to be made every step of the way. I hear a lot of this, both within the Association and outside. Look at the weekend of a typical family these days with one or more youth over the age of six. Chances are a good percentage of your time is being absorbed in activities… opportunities.

Opportunity is the word we want to use. It highlights, after all, the element of decision-making involved in both business opportunities and personal gain or exploration. Opportunities are the things associations thrive on as well. In fact, over the last three Board meetings, I can summarize the minutes for you in that very word: opportunity. CFA president, Jason Ells, gives a compelling message in this Concrete Facts issue about the things you might be missing out on. He notes that these are resources that have been diligently developed to create opportunities for members to engage and those that aren’t members to have an even deeper reason to invest in their business here.

Opportunity is what 2023 is about for the CFA as well. Coming off one of our highest-rated Conventions in recent years (#CFACon22—Boston) and one of our largest winter socials ever (the newly dubbed Foundation Contractor’s Night @WOC2023), we look to only build momentum. The Board has decided to eliminate one of their quarterly meetings, the one that typically takes place in the spring, to give more time for interaction with members. A former board member and past president, Phil Marone, has crafted a first-come, first-registered exclusive Executive Retreat in Philadelphia this April (see email invitation sent to all CFA members and respond promptly). And finally, #CFACon23—San Antonio, set for the dates of July 27–29, will bring a new mix of interactive discussions and networking for contracting company business owners with very focused keynote speakers set to outline the growth we are expecting to experience.

So, what does the Board say? The board members represent you. They are contracting business owners from companies that have a handful of workers and those that own multiple divisions with 200 or more workers. Their voices right now are echoing what you are asking. They are asking where the industry is going, what should they be doing, and what more do you (they) need? Right now, the board members are listening more than they are speaking. They are listening… listening for your voice, your input, your needs. What will you say?