Project margin walks out the door with hourly pay. ShareWillow designs incentive plans for crew leads, foremen, and field techs that align everyone with the bid — and reward bringing the job in clean.
You bid the project on a target labor figure. Hourly pay rewards stretching that figure. Your crew lead and your bottom line are pulling in opposite directions every single day.
Performance pay shares the upside of finishing on time and on bid. Crew leads stop running up the clock. Foremen start solving problems on the fly. The whole jobsite picks up speed without sacrificing quality.
“Aligning crew pay with bid hours is the fastest way to protect project margin.”
— Trades operators across construction · Construction
300+
Shops on ShareWillow
3–4 wks
From kickoff to live
The plan
A typical construction performance plan
Designed around bid hours, punchlist quality, and clean handoffs.
Custom built for your shop in 1–2 weeks
Sample plan structureEditable per tech
01
Base hourly
$28/hr — guaranteed foundation
Base
02
Hours-vs-bid bonus
20% of hours saved against bid
Bonus
03
Foreman bonus
$200 per project finished under bid
Bonus
04
Quality gate
Punchlist clean before final draw
Bonus
05
Rework deduction
-2% of project margin
Deduction
Metrics dashboard
What we track for construction shops
Construction-specific KPIs benchmarked against shops your size.
01
Days vs. bid
-2.1d
Target: under bid
02
Punchlist items
1.8/job
Industry: 6+
03
Rework rate
0.8%
Industry: 4–6%
04
Margin protection
+4.6pt
vs. industry
Live, in real time, on every tech's phone
The tech app
Every tech sees the score in their pocket.
Payroll becomes a leaderboard. Techs check their projected payout, effective hourly rate, and live ranking after every job — same way they'd check the score of a game they're trying to win.
Real-time leaderboards
The whole crew sees who's leading, by what, and by how much. Top techs become the standard. Newer techs see exactly what good looks like.
Projected payout, updated every job
Techs know what they'll bring home this week before Friday. No surprises. No "how did you get that number" conversations.
Effective hourly rate, not just base
We bundle base, bonuses, and incentives into one number. Your $20/hr tech is actually a $32/hr tech. Now they know it — and so does the shop down the street.
Drill into every job
Tap any payout to see the jobs behind it. Full transparency on what counted, what got deducted, and why.
The things construction owners ask before they sign.
Specific to how construction shops operate. Don't see your question? Ask us on a call.
Subs run on their own contracts. The plan is for your direct labor — crew leads, foremen, journeymen, apprentices. Most shops see the biggest gains by getting their direct crew aligned first.
Performance pay sits on top of union scale, not under it. Base hourly stays at scale. Bonuses are upside on top — that's allowed under most agreements. We've worked with union shops before.
Yes. We measure hours-vs-bid against actual labor hours worked, not calendar time. A 2-week material delay doesn't punish the crew. Their average smooths over the noise.
Build an incentive program designed to grow your business.
Get personalized guidance from the ShareWillow team. We'll help you design a profit sharing plan that motivates your team and drives business results.
