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This is where PayCrew's owners share what they've learned in their combined fifty years of industry experience.

April 17, 2017

Units of Measure? Teach. Teach.. Teach…

Have you ever tried to learn a new game? Like a card game or board game. Do you remember how many times you needed to play it before you “got it”? Look at the NFL and the game of football. If the scoring system and rules were more complex do you think the number of people would watch? Think about it in another way, what if there was no score even kept? All of these questions are to set your mind up for measuring field production in the construction industry. In my conversations with clients, the first response is that it cannot be done, period. Once I get past that roadblock then the next response is that it won’t work […]
February 26, 2017

What is a Work Code? – Part 2 Collective Intelligence

“The goal of standardization is to create a measuring system that increases the collective intelligence of the entire construction industry including the craftsmen and apprentices.” – Lee Clark In Part 1, the following points were proposed as a “standard” to what is a Cost Work Code? Phases = areas, floors, buildings, etc. (Schedule, Sequencing) Cost Work Codes = footings, CIP walls, slab on grade, etc. (Production Measuring, Skill) Cost Classes = labor, material, subcontractor, etc. (Cost) The above represents a “standardization” of terminology for the construction industry that I believe would greatly improve our industry. What we lack is a process to measure the collective intelligence of everyone in construction. When I say “everyone” I am including the new hire […]
February 13, 2017

What is a Cost Code? – Part 1 Standardization

“Until we “standardize” the terminology in our industry, the answer to the above question will be; Whatever any Accounting Software Company, Controller or Estimator wants them to be! Each one having different values.” – Lee Clark Before we try and answer the question, let’s briefly define the terminology. Cost Codes are specific types of work being done on a project. Examples of cost codes would be footings, CIP walls, and slab on grade. These generally resemble the CSI index in some form. The differences between companies using them will be in the amount of detail that they are trying to collect for these specific types of work. Generally I have found the detail is to complex for the field. Phases […]
December 8, 2016

Connecting Incentives to Performance!

One afternoon years ago, I was working as the CFO for our concrete construction company just sitting in the office fulfilling my duties and I got this idea to play a prank on the field supervision. This was long before we had smart phones or the internet. The technology was PAGERS! Yes, you had finally made it to management if you got to wear one of these hi-tech devices on your belt. Well, the prank I came up with was sending a pager message to all the Superintendents/Foreman using a NEW feature called GROUP messaging and it read as follows; !!! ATTENTION !!! Cellular One is having A CONTEST! If you can unscramble The following word; itartdueg You will win […]
November 25, 2016


“Honesty and transparency make you vulnerable. Be honest and transparent anyway.” —Mother Teresa Transparency comes by delivering what is real and true whether it’s in the numbers, in the culture, or in relationships. Being transparent can be frightening at times, but it’s less frightening than the unknowns that creep into our minds and cause divisions. As leaders in our companies, we must deliver the truth about where we’ve been, where we are, and where we’re going—even if it’s uncertain and takes some vulnerability to state it. People like like working for employers that state the risk with this business and ask for help to eliminate as many unknowns as possible, give job security, and provide advancements and inclusion. People don’t […]
August 5, 2016

How Trust Increases Performance

You don’t improve engagement by focusing on engagement. You improve engagement by focusing on what drives engagement…  TRUST.  –Stephen Covey Our last article presented the need to understand the deepest craving of the human nature, appreciation, and the need to answer the workers’ question, “How’d I do today?” In order to do answer that question you’ve got to have the right measurements. However, the right measurements with the wrong motives will fail to create a fun and rewarding place to work. I believe that communicating with the right metrics is the first step to better engagement, and adding a culture of trust will multiply the speed of engagement and enjoyment. Research shows that most people want to be trusted. Why […]