Restoration logo
search
cart
facebook twitter linkedin youtube
  • Sign In
  • Create Account
  • Sign Out
  • My Account
Restoration logo
  • NEWS
  • PRODUCTS
    • New Products & Technologies
    • Submit Your Product
    • Interactive Product Spotlights
  • EDUCATION
    • KnowHow.
    • Podcasts
    • Trade Shows & Expos
    • Training & Certification
    • Webinars
    • Whitepapers
  • TOPICS
    • Water Damage
    • Fire & Smoke Damage
    • Mold
    • Contamination
    • Odor
    • Contents
    • Architecture
    • Catastrophe
    • Cleaning
  • BUSINESS
    • Managing Your Business
    • Insurance/Legal Matters
  • BUYER'S GUIDE
  • VIDEOS
    • Ask Annissa
    • Ask the Expert
    • Ironclad Marketing Minute
    • TradeTalks
    • Video Channel
  • INFOCENTER
    • Mold and Mycotoxins
  • THE EXPERIENCE
    • Conference & Exhibition
    • Convention & Trade Show
    • R&R Special Issue
  • EMAG
    • eMagazine
    • Archive Issues
    • Contact
    • Advertise
  • SIGN UP
Managing Your Restoration Business

Positional Succession Planning

By Timothy E. Hull CR
Positional Succession Planning in Restoration
August 20, 2019

In an era of record low unemployment, it is hard to imagine having a serious discussion about building depth of talent at any level, in any organization—especially the direct labor force. The skilled labor pool is shrinking. Economic growth continues. And the demand for employees willing to just show up on time and do their job is escalating at a feverish pace. It would appear that now is NOT the time for employers in service businesses to commit resources to employee programs geared toward professional growth and development.

I would contest and say that now is EXACTLY the time to do such a thing, and the reasoning is simple. First, a lack of positional succession planning and development is one of the reasons why so many businesses are currently in a direct labor bind. Second, the cost of developing and maintaining these programs is far less than the recruiting and turnover costs doled out each day by service companies competing for the same limited supply of labor. And third, many of the tools and strategies used in these programs are nothing more than best practices which have operational benefits that go far beyond finding and retaining skilled labor to perform a job.

To prove my point, let’s hypothetically assume that a restoration contractor enjoys the benefits of having a highly skilled and dedicated technician named Sam. Sam is a veteran of the business and excels at mold remediation projects. He knows the science, the application, and he is great with employees and customers alike. The company relishes in Sam’s ability to pass a clearance test on every project while bringing it in on time and under budget. Every once in a while, Sam asks for a raise and the company complies, knowing that it can’t replace Sam because he is a diamond in the rough. However, to justify his wage, Sam’s productivity expectations also increase. He delivers and the cycle continues until one day Sam calls and says he won’t be coming to work anymore.

Now what? The months or sometimes years that ensue are filled with countless searches to find Sam’s replacement. Meanwhile, what was once a lucrative service for the restoration contractor has become a meaningless service filled with quality issues and customer complaints. Not only will the company expend all its profits in a perpetual search to find Sam #2, but they will have to spend even more to gain back the referral sources who have now taken their business elsewhere.

If this situation sounds familiar, you’re not alone. Today, just about every contractor in the country will openly complain about not being able to find good help. They will blame the economy, the job market, the competition, the government, immigration, unions, and even the millennials! Why not? We blame the millennials for everything else!

Fortunately, the solution to this dilemma is not as daunting as it might seem. Employee succession planning does not require a great deal of capital resources. There is no secret sauce or proprietary algorithm. It only requires a commitment and a whole lot of common sense.

It all starts with standardizing the company’s service delivery process. You can think of this as the company’s recipe for successful projects. We can’t even begin to think about the ingredients (employees) until we know what we are cooking and how we are cooking it! Now, I will admit that there are only so many ways to dry, clean, and deodorize buildings. However, even small degrees of variance in service delivery can have a big impact on the results. If you don’t believe me, try eliminating the baking powder from your pancake batter some Sunday morning.

Process standardization is the key to understanding the employee needs of the organization. The number of employees and skill can only be determined when processes are executed with consistency. I realize this is a departure from the current state of the union where most contractors are just trying to do the most with what they have to work with. However, starting with the end in mind—even with limited resources—still yields greater results than the contrary.

This is where the finer points of employee succession planning come into play. Once processes have been standardized, performance as it relates to the desirable outcomes becomes easy to observe. And, areas for improvement relating to skills by position stick out significantly. Observing this allows management to map out the necessary labor force qualifications that match the functions being performed. It also allows them to identify qualifications that are not necessary to successfully execute the operational activities.

succession strategy

Now, by understanding what is needed and not needed at various stages of production, an inventory of labor positions can be created to fill the needs. This can be accomplished by creating a tiered job description system with a corresponding progressive wage scale. This would include various “levels” of technicians and pay ranges for each. Specific skills are outlined at each level, giving employees the opportunity to advance by strengthening and developing their skills. The graphic below illustrates this model.

Now that the model is set, based on standardized processes, the system can be complemented by the implementation of an apprenticeship program where high-level employees train and coach lower-level employees. Respected author and business advisor Ram Charan makes a compelling case for the effectiveness of apprentice programs in his book, Leaders at All Levels. The most convincing of which is the employee’s ability to take charge of their own professional growth. This creates commitment and depth of skill, while improving employee retention. All of which are important elements to mitigating the risk of the company being dependent upon only a handful of key employees.

Positional succession planning initiatives such as these should become standard practice for any organization that relies on a direct labor force, because the battle for skilled labor is raging and the stakes are high for service businesses like restoration contractors. In an industry that has traditionally been focused on technical performance improvement, the winners are no longer going to be determined by those who can dry faster, clean better, or deodorize more effectively. The winners will be determined by their ability to attract, grow, and retain talent at ALL levels of the organization. 

KEYWORDS: restoration business management restoration employees skilled labor succession planning

Share This Story

Looking for a reprint of this article?
From high-res PDFs to custom plaques, order your copy today!

Timothy hull

Timothy E. Hull, CR, is the general manager for Violand Management Associates (VMA), a highly respected consulting company in the restoration and cleaning industries. As the company's former director of operations and a business development advisor, Hull understands the complexities involved in scaling and growing a small business. He is a leading expert in operational systems, policies and procedures, as well as restoration project management training, with almost 20 years of experience in the restoration industry. Through Violand, Hull works with companies to develop their people and their profits by providing leading edge coaching and training. To reach him, visit Violand.com or call (800) 360-3513.

Recommended Content

JOIN TODAY
To unlock your recommendations.

Already have an account? Sign In

  • mold remediation

    Fighting Mold and Bacteria Damage

    Successful mold remediation can be multidisciplinary,...
    Mold Remediation
    By: Josh Woolen
  • certifications and licenses for restoration professionals

    Certifications and Licenses Every Restoration Company Needs

    Restoration companies need to make sure they have the...
    Restoration Training/Education
    By: Sharon Elzarat
  • a wall covered in moss and fungus

    Zero Tolerance for Toxic Molds: Essential Steps for Successful Remediation

    Understanding the importance of zero tolerance for toxic...
    Mold Remediation
    By: Michael A. Pinto CSP, SMS, CMP, RTPE, FLS, ERS and Kendra Seymour
You must login or register in order to post a comment.

Report Abusive Comment

Manage My Account
  • eNewsletter
  • Online Registration
  • Subscription Customer Service
  • Manage My Preferences

More Videos

Popular Stories

Pop Art Female Superhero Punches a Masked Villain

TPAs vs. Independence: The Restoration Industry’s Own Version of the Cola Wars

RIA Carrier Advocate Mark Springer

Turning the Page: A New Era of Trust and Collaboration in Restoration

Paul Davis Restoration Leadership Team

Justin Graham Expands Paul Davis Restoration’s Reach with Acquisition of Greater Seattle Franchise

Submit Your New Product/Technology to R&R!

Would you like to promote a new restoration, remediation or cleaning product/technology with Restoration & Remediation? Fill out the question below to start your submission:

Events

September 3, 2025

The Experience Convention and Trade Show

The Experience Convention & Trade Show logoJoin us in Las Vegas for The Experience Convention & Trade Show, the leading event for cleaning, restoration, and remediation pros, packed with hands-on demos, expert speakers, and high-impact networking. Happening September 3–5, 2025 at Caesars Forum—this is where the industry comes to learn, connect, and grow!

View All Submit An Event

Poll

Doffing PPE

When you are doffing your PPE, do you sanitize between every step?
View Results Poll Archive

Products

The Cleaning, Restoration, Inspection, and Safety Glossary

The Cleaning, Restoration, Inspection, and Safety Glossary

The Cleaning, Restoration, Inspection, and Safety Glossary.

See More Products
Prepare for CATASTROPHE with R&R!

Related Articles

  • 5 truths about business continuity

    5 Truths About Business Continuity as Proven by 2020

    See More
  • Hull_FT

    The Ultimate Test of Loyalty: Part 1

    See More
  • Hull_FT

    The Ultimate Test of Loyalty: Part 2

    See More
×

Stay ahead of the curve with our eNewsletters.

Get the latest industry updates tailored your way.

JOIN TODAY!
  • RESOURCES
    • Advertise
    • Contact Us
    • Directories
    • Store
    • Want More
    • Submit a Press Release
  • SIGN UP TODAY
    • Create Account
    • eNewsletters
    • Customer Service
    • Manage Preferences
  • SERVICES
    • Reprints
    • Marketing Services
    • Market Research
    • List Rental
    • Survey/Respondent Access
  • STAY CONNECTED
    • LinkedIn
    • Facebook
    • YouTube
    • X (Twitter)
  • PRIVACY
    • PRIVACY POLICY
    • TERMS & CONDITIONS
    • DO NOT SELL MY PERSONAL INFORMATION
    • PRIVACY REQUEST
    • ACCESSIBILITY

Copyright ©2025. All Rights Reserved BNP Media.

Design, CMS, Hosting & Web Development :: ePublishing