The
construction industry is confronting a huge demographic shift in firm
leadership and ownership. Baby Boomer
owners are retiring, and they are looking to cash-in on their ownership
positions and turn over their management responsibilities to the next
generation of leaders. Construction
trade industry publications are increasingly discussing the need for developing
and adopting ownership transfer and succession plan strategies.
The
importance of planning is summed up in the adage: “Failing to plan is planning to fail.”
Failure to plan can have disastrous results, including financial
losses, unanticipated taxes, and, even, business failure.
At
Hill & Wilkinson, we have seen two of our big competitors without
succession plans fail to make successful transitions. One of the firms had to declare bankruptcy,
and employees who saw that the ship was sinking began to leave. One family-owned firm failed because the
father tried to give the firm to the son, but the son was incapable of leading the
business. That firm was about a $300 MM
firm that failed. So much is at stake in failing to plan.
The construction business is not unlike many other privately-held businesses, such as law firms, architectural firms, and thriving restaurants where there are no more than one or two key players at the top. Ownership is typically concentrated, often with family members.
Unlike
other services companies, the construction business can have its own set of
challenges, such as bonding, which may impact any succession plan. Bonding companies want to understand a
company’s short and long term business plan in order to continue to underwrite
their projects. The bonding issue can be especially important for those
companies that have reached a sustainable, critical size.
The
benefits of having a succession plan are numerous. Employees want to know
what is going to happen in the future.
Customers and vendors want a sense of security. At Hill & Wilkinson, we have used our
succession planning as a positive and competitive advantage.
