Author: Danny Jiménez⁩

In this blog, we’ll address a question that doesn’t get enough attention: Can a superintendent be fired? The short answer is yes, but it rarely happens. I’ll explain how it can happen, what to look out for, and what considerations to keep in mind if you’re thinking about firing a superintendent.

What Job Hoppers in Construction Look Like

First, let’s talk about a common issue in the industry: job hoppers. These are superintendents who talk a big game, show up to a project site, and know almost nothing. They don’t understand drawings and believe that being a superintendent is just about pointing, yelling, and delegating without offering real guidance. These people tend to last three to four months, and then they leave, lie on their resumes, and hop to the next job with a signing bonus and a good salary package.

This type of superintendent is more of a “non-starter” than someone who gets fired. They leave before they get to that point. You’ll likely see a lot of these people around nowadays.

Common Reasons Why Superintendents Get Fired

Now, when it comes to superintendents who do get fired, a key reason is their failure to adapt to new ways of doing things, like implementing lean methodologies or aligning with company culture. These individuals might resist learning and developing, and this is a serious issue.

It might sound harsh, but if a superintendent refuses to change, adapt, and grow with the company, they should be let go. We need superintendents who are constantly improving, not ones who are stuck in their old ways.

The Current Problem with Bad Superintendents Not Getting Fired

Here’s the problem: superintendents aren’t fired often enough, even when they should be. One reason is that we can make project managers faster than we can make superintendents. The superintendent role is more physically demanding, and fewer people want to take it on, so companies often feel like their hands are tied. They’ll keep a “high-performing a-hole” on staff even though they’re destructive to the team because they don’t have a better option.

This needs to change. We live in a mindset of scarcity, thinking we can’t fire bad superintendents because we don’t have enough of them. But if we were stricter, fired those who aren’t performing, and let the market create a vacuum, it could push the industry forward.

My Opinions on When to Fire Superintendents

Personally, I have a zero-tolerance policy on a few things. For me, these are the automatic grounds for firing a superintendent:

1. Not holding the line on cleanliness, safety, or organization – If they can’t keep these basic standards, they’re gone.
2. Disrespectful behavior – If a superintendent is disrespectful to the team or others, they’re out.
3. Keeping the plan in their head – If a superintendent doesn’t share the plan and keeps everything in their own head, that’s highly destructive, and I’d fire them immediately.
4. Unwillingness to implement lean practices – If they won’t learn and grow with modern methodologies, they’re done.

Reasons to Fire Superintendents

Now, let’s dive into the key reasons that could get a superintendent close to or fully terminated:

1. Performance Issues
   This one’s tricky because, as I mentioned earlier, even if you’re moderately bad, you can often keep your job simply because there aren’t enough superintendents in the industry. But it should come down to performance. If a superintendent fails to meet deadlines, work within the team, implement the Last Planner System, or complete the project on time and within budget, this should absolutely lead to termination.
2. Misconduct
   This is a big one. Anything that violates company policies, ethics, or laws should result in consequences. Harassment, theft, dishonesty, drug and alcohol abuse, and unethical behaviors like racism and discrimination—these are all grounds for immediate dismissal.
3. Attendance Problems
   If a superintendent can’t be on-site on time or has bad attendance, that will eventually lead to termination. A company might tolerate bad habits, but not if the person isn’t showing up.
4. Insubordination
   Not being able to follow orders, partner with the team, or get along with others is another leading cause of termination. Disrespect, disobedience, and ongoing conflict with the team cannot be tolerated.
5. Downsizing or Bad Economic Conditions
   I’ve seen this happen during recessions or when companies are downsizing. However, I’ve also noticed that companies rarely fire people who are truly worth their paycheck, even in bad times. If you’re laid off during downsizing, you’re likely in the bottom 5-10% of performers.
6. Lack of Skills or Qualifications
   A lack of skills will eventually lead to termination. For example, I once saw a company fire a superintendent who was excellent at building beautiful, high-quality structures but consistently failed to stay on budget. No matter how skilled he was at construction, his lack of financial skills led to his termination.
7. Not Being a Cultural Fit
   If a superintendent isn’t a good fit for the company’s culture and core values, it could lead to termination. Companies should be stricter about cultural alignment and not tolerate employees who don’t fit in with the team or its direction.
8. Violation of Company Policies
   Any violation of company policies or legal requirements, or anything that presents a conflict of interest, can lead to immediate termination.
9. Owner Request
   If the project owner asks for a superintendent to be removed, that’s a bad sign and could lead to termination.

Conclusion

In summary, yes, a superintendent can be fired. It’s not as common as it should be, but when it does happen, it’s often for clear reasons like poor performance, misconduct, or refusal to adapt to new practices. I believe we should be stricter in holding superintendents accountable. By doing so, we’ll create a healthier, more productive industry.

Hopefully, this blog has helped you understand the reasons why a superintendent might be fired and offered insights that can help you make decisions in your own organization.