Building More: Accountability through Communication

Words: Corey Adams
Information First, Accountability Second
It’s a little after 6 a.m., still dark enough that the site lights paint everything in construction-orange halos, and the superintendent, call him Mike, scrolls through emails hoping to find the updated budget. Nothing. He knows he has to keep moving, so he fires up the lift and tells the crew, “Let’s bump scaffold two tiers today.”

When the project manager finally appears around 9 a.m., coffee in hand, his first question is, “Why are we burning hours on scaffold moves? We’re over budget for that already.” Mike stares blankly. Over? Nobody ever told him the target. The conversation curdles into a blame game before the coffee gets cold.

Scenes like that play out every day, and not because field leaders are lazy or office managers are power-hungry. They happen because communication gaps create accountability gaps. You can’t hold someone’s feet to a fire they can’t see, and you can’t expect a crew to pull straight when half the oars are rowing through a fog.

The Budget Black Box
Start with budgets. Owners and PMs sometimes treat cost data like classified files, share just enough to scare the field into hustle, but never the whole picture. A superintendent who knows he has 2,400 labor hours to lay 40,000 bricks has concrete numbers to adjust to. Give him a vague marching order like “Keep labor tight,” and you’ll get either frantic overtime or complacent drift, depending on his personality. Accountability without visibility is just stress.

The Feedback Loop
What about estimators? They build a bid, hand it to operations, and may never learn whether the numbers held up. Maybe the lintel count was off, maybe the crew burned hours hunting for material the takeoff missed, or maybe the foreman invented a brilliant staging trick that saved two shifts. Feedback is the only way an estimator’s next dart lands closer to the bull’s-eye. Without it, we’re asking them to throw in the dark while management critiques the score.

Then there’s the PM-superintendent gap, the silent killer of well-timed schedules. Project managers swim in RFIs, submittal logs, and contract milestones; superintendents swim in lifts, weather, manpower, and where the next load of block will land. If they’re not talking every day, valuable information sits on the wrong desk. Momentum leaks one unshared fact at a time.

The Caboose And The Locomotive
Owners love to preach accountability; “Hit the budget,” “Beat the schedule,” “Increase gross margin.” But accountability is the caboose, not the locomotive. Goals pull the train; accountability rides behind. When leadership fails to bolt goals to information, the caboose rolls backward down the hill. Three practical holes appear first:

Blurry, Or Missing, Job Descriptions: If Mike believes his job is “keep things moving,” and the PM believes Mike’s job is “protect labor budget,” both can claim success and still wreck the profit.
Invisible Scoreboards: Imagine playing basketball with the scoreboard turned off. You’d assume you’re ahead until the buzzer says otherwise. Posting daily earned-hour curves or cost-to-complete graphs turns feelings into facts. Crews self-correct when red ink shows up in real time; managers don’t have to play detective after the cash is gone.
Muted Company Vision: People chase targets they understand. If the owner’s five-year plan is to specialize in data centers, but estimators keep pricing strip malls, nobody’s wrong; they’re just uninformed. Share the map, and bids, hires, and tooling all line up on the same highway.

Creating The Mirror
Communication gaps aren’t always dramatic; sometimes they’re just daily noise. We can get so consumed by what we know that we just assume that the other party knows what we do. They do not know if they have never told. Then we end up creating a standoff with everyone over who is to blame for the fade.

One of the largest complaints I get from the team is that people won't hold themselves accountable. My question directly back is, “Do they know what you were expecting?” After some uncomfortable mumbling, it often returns the same answer. “No.”

Accountability does not happen without communication. Communication doesn’t happen without discipline. I get accused of rambling from time to time, but I rarely get criticism for withholding information.

Remember, accountability isn’t a whip. Accountability without instruction frustrates employees. Treat it more like a mirror. Give people a clear reflection of the goal, the numbers, and their role, and they’ll square their shoulders and march. Leave them guessing, and even the best will wander. Information first, accountability second, profit every time.

Building More: Accountability through Communication

About: Building More

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