Posts filed under 'Civil Engineering Companies'
Is your engineering firm too specialized to need a website?
Featured Guest Blogger: Babette Burdick Ten Haken
Sales Aerobics for Engineers
Internet Business Development Strategies for Manufacturers, Distributors and Service Companies
Connect With Babette On Linkedin 
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Does your engineering firm use any of the following excuses to rationalize why your website looks the way it does?
- Our clients and prospects need to call us so we can discuss their project. Project outcomes depend on client specifications. We don’t know what clients need until we start to work with them.
- We don’t have services you can just order on the internet. We deal with complex solutions.
- Once our clients and prospects see all the projects we have completed, they will understand we can do whatever it is they want us to do.
Oh give me a break. These excuses are nothing more than elitism which is being used to compensate for the fact that YOUR ENGINEERING FIRM CANNOT DESCRIBE, IN SIMPLE AND SUCCINCT TERMS, THE VALUE THEY BRING TO THEIR CLIENTS’ TABLES.
Yep, you just read it.
Considering we live in a world of elongated sales cycles and risky funding, your business development folks can’t get to everyone individually. So just where do you think new business is going to come from? Try your company footprint on the Internet, which starts with your website.
Let’s examine each one of these rationales and translate just what they mean.
1. Our clients and prospects need to call us so we can discuss their project. Project outcomes depend on client specifications. We don’t know what they need until we start to work with them.
What if a client or prospect doesn’t want to call you to have a long, elegant conversation about a project they may not be interested in inviting you to bid on, anyway? Considering most individuals within corporations have about 1 hour of face time per week to give to business development folks (and you know how many people are competing for this time) your website serves as your first “conversation” with them. If your website offers little content to justify their even considering sending you an email, let alone calling you, why would they want to work with you? Your website’s not making it easy for them to do business with you. You are forcing an extremely busy prospective client to do things your way. Which means your firm isn’t interested in working with them – their way.
2. We don’t have services you can just order on the internet. We deal with complex solutions. No kidding. You can’t just “dial an engineer.” However, as that extremely busy client or prospect, I want simple (not dumbed-down, but easily understood) solutions based on expertise and capabilities. I want to work with an engineering firm that makes my corporate life and decision making process a little bit easier. After all, it’s all about the client. Not about the engineering firm. As a prospective client, your website has 2-5 seconds to pique my interest and grab my attention with what you can deliver. If I feel I am reading a philosophical treatise that is simply talking in circles, well, I’ll hit the “back” button and go elsewhere, thank you.
3. Once our clients and prospects see all the projects we have completed, they will understand we can do whatever it is they want us to do. OK. We’ve ALL seen websites like this one. A big flashy home page (and flash can be a real no-no in terms of search engine optimization), and then the “Project List” or “Portfolio” or “Clients” tab. You are not dealing with children, so does your website look like a story-book? Also you are assuming that prospective clients know what they are looking at… which they may not. Your internal folks may have uploaded photos from your most complex designs as a means of “wowing” prospective clients.
All prospective clients see is a bunch of complex, flashy solutions which may or may not have any relation to their needs. The more complex the solution, the less simple it appears to work with your company. Oh, also, if you are wondering why your client base is a bunch of demanding divas eating up profitability, go back to your website and see what types of project photos you have uploaded. You may be marketing to just whom you are getting as clients.
Put yourself in the shoes of your customers and create a website which is sensitive to their time constraints, decision making algorithm and their need to determine capabilities and not outcomes. You may just shorten your sales cycles and learn a lot more about your capabilities in the process.
Think about it.
Add comment August 26, 2010
Is Your Website Your Business Development Partner?
Featured Guest Blogger: Babette Burdick Ten Haken
Sales Aerobics for Engineers
Internet Business Development Strategies for Manufacturers, Distributors and Service Companies
Connect With Babette On Linkedin
Read The Sales Aerobics For Engineers Blog
Let’s face it. Most company websites are an embarrassment. Something you hope your current and prospective customers either will ignore or overlook. And still call you for an amazingly in-depth, insightful discussion that results in a request for proposal. Now that’s wishful thinking. Ever heard of the saying “one picture’s worth a thousand words?”
Others of you have a website that’s flashy. It’s got streaming this and that. It’s crammed full of announcements about product innovations. It’s your online portfolio that you hope will WOW a prospective customer. In fact, it’s so overwhelmingly full of pictorial and streaming verbiage that the visitor doesn’t know where to look first. Ever heard of the saying “one picture’s worth a thousand words?”
Most of you have ho-hum websites whose major function is to be “informational.” And that information is buried throughout the entire website, sort of like a scavenger hunt. And of course, an internal employee created the website because, well, engineers can do all things. (And they can, but why would they be assigned to such a task and take away from billable time to prove this point?). Or your website was created by some vendor who was nothing more than an order-taker. So the website was designed by committee, or by ego, and tells you what you already know. But it doesn’t tell your prospective customer anything relevant.
Who has time to hunt through your website content for what they are searching for in the first place? When’s the last time you read a website cover-to-cover, even if it had intuitive navigation?
Your website is your online persona. After a successful business development call – either in person or via phone or virtually – your customers and prospects are going to “check you out” …. online. And the feedback they receive from their efforts can make or break you – no matter how successful a presentation and relationship building strategy you may have.
1. They will Google your company name. What are they going to find? How well is your company managing its online persona? How well are you managing your online persona, for that matter?
A mediocre, out-of-date, information-flash-overload, or non-intuitive website can successfully demonstrate, in 2 to 5 seconds, that you are not who you seem to be and you are not in touch with your customers. How anticipatory is your website to the types of questions and issues that a current and/or prospective customer might have? Does your website provide answers to these questions in the same place, or all over the place? Does your website have links to links to links to pdfs?
Hey, would you want to use your website? One of my clients, whose building materials company caters to architects and civil engineers, realized some of his internal personnel were spending an average of 2 hours a day – each – guiding folks through their old website to the information they needed to find. And those were the customers/prospects who actually called in. Think about how many folks simply gave up and went elsewhere for business.
Do you have any idea how much 2 hours of these employee’s billable time cost that company? Until they achieved their new website which tripled their website traffic and contacts? Talk about the cost of doing business let alone the impact a poor website has on business development!
2. Oh, and what else will prospective clients find when they Google your company name? Will they find out about liens against your company, lawsuits, hazmat citations and other non-glorious information? Will they find kudos, honors and awards your company has received?
Will these prospective customers wonder how your company can win design awards yet have a mediocre, non-customer-centric website? Will customers compare what they read when they Google your company with the content and format of your website and find it similar or different to their customer experience?
3. They will Google you by name as well. What are they going to find? Because you need to manage your personal brand in conjunction with your professional brand as well. If you are on the roster of your religious institution, or have made donations to civic causes, participated in a mini marathon, well, that tells your prospective customers a little bit more about you. I don’t need to tell you that having a complete LinkedIn profile, including references, is essential. Your professional brand is linked to and complements the company for whom you work. Is your personal brand better than your company’s brand? Now that’s an interesting question.
You need to be able to tell your prospective customers and current clients to “check out my website” and “check out my LinkedIn profile.” Because they are going to do this anyway. Make this aspect part of your business development etiquette. And make sure your LinkedIn profile is updated and dynamic – even if your corporate website is not.
So how’s your company using the rules of engagement of today’s Internet to assist your business development efforts? Having a company website that walks your talk is mandatory.
2 comments July 27, 2010
A/E Firms: Social Media Guidelines & Online Identity Theft
By Carol A. Metzner
President, The Metzner Group, LLC and
Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com
Ryan Link, AICP, wrote a smart article for the CivilEngineeringCentral.com summer issue. In his article: Social Networking Isn’t Just for Fun Anymore: How Emerging Media Is Changing The Way We Market and Do Business, Ryan offers interesting insights into the A/E industry’s past and future relationship with social networking. Please read and offer your thoughts!
According to a CE News survey, “most professionals use the Internet to perform their job. Specifically, 77 percent use the Internet to attend online education activities, 86 percent follow-up on articles they read, 98 percent research engineering-related topics, and 87 percent search for information about industry trends.” Yet, even with these high percentage stats, many architectural and civil engineering firms as well as industry related associations are just now writing social media policies and guidelines.
Firms and industry associations appear unable to identify which departments are responsible for handling the companies’ social media outlets. Should marketing teams oversee social media outlets? Should the human resources divisions? Social media such as LinkedIn, Twitter and Facebook help brand your firms’/associations’ identity. As Ryan discusses in his article, it is potentially an important and cost effective outreach of marketing efforts, among many other outreach items. One thing is for sure, if an A/E firm/association does not take control of its social media identity and set guidelines for itself and its employees then individual employees will set their own guidelines. Guidelines set by individual employees may not be consistent with the firms own objectives or guidelines.
Let me offer some examples:
A national A/E firm has a group on LinkedIn created by and managed by an ex-employee. The individual worked for the company for less than 3 years and stole the employers identity! Having your firm’s identity on LinkedIn hijacked in this manner can lead to a plethora of undesirable results. I am aware that several national industry associations did not pay attention to social media only to find their online identities hijacked by architects and civil engineers who started and ran their own national association group in that associations name. A/E firms and associations who do not police the social networking forums run the risk that their online identity may be misused or worse used for nefarious purposes. When your firm’s identity is used on a social media site such use is an extension of your firm. You need to be very careful regarding who is authorized to set the standard – that defines your brand.
Most of us Google our names to see how we are portrayed in the online world. We need to do the same thing with our corporate identity. Remember that a third party’s first impression of your firm may be based on information found on Google and on many of the social networking sites. We want to be sure that the first impression is a good one. The Internet and social media outlets are here to stay.
Ryan suggests in his article, five questions firms/associations should consider before entering the world of emerging media. I recommend that you consider your answers to those five questions and to share those questions and answers with your management/marketing/human resources team. Help your firm take control of their image!
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
Add comment July 7, 2010
How are you providing value to your clients and your employer?
Featured Guest Blogger: Babette Burdick Ten Haken
Sales Aerobics for Engineers
Internet Business Development Strategies for Manufacturers, Distributors and Service Companies
Connect With Babette On Linkedin
Read The Sales Aerobics For Engineers Blog
No matter where you sit around the table, you can provide value to your employer and your clients by staying current with their (not your) area of expertise.
Understanding current industry-specific issues, including financial, sourcing, materials and materials management and legal factors, can provide you with a well-rounded perspective from which to make design and engineering recommendations. Staying current with your clients’ world view is your entire organization’s responsibility, not just the guys/gals at the top.
Because the buck stops everywhere these days.
Triggering events can provide the fulcrum for differentiating your company to current and prospective customers. Triggering events are events that tip the scales and force change within an industry. Like changes in the construction code or ratings for doors used in specific buildings. Like the use of nanotechnology in building materials. Like green initiatives in various states.
Waiting around for “someone else” in your organization to disperse this information to you is not an option. You are the “someone” who must prioritize information gathering to round out your project perspective. And where you get this information is just as important as the information itself.
Because customers who perceive vendors as commodities will always base their decisions on price. Let’s face it, in the absence of any other defining factor, what else is there?
So your ability to use triggering events to enhance the insights you provide for your customers becomes an all-or-nothing exercise in impacting their perception of the value you bring to their table.
And I’m not talking about bombarding your clients with constant tidbits from news feeds or industry magazines. I’m talking about your taking the time to review information from a variety of resources and PERCOLATE that information so it impacts how you synthesize your role to your customers.
You may change your perspective in terms of how you express yourself to your customers, your co-workers and your employer. Which in turn impacts how you view your role as a client resource and solutions provider.
Not all customers call you because they have a problem that needs to be solved. They simply may want to run an idea by you that may have nothing to do with your area of design expertise. They may want you to act as a sounding board on a business decision they need to make. In other words, they consider you a trusted resource. So how do you get there from where you currently are?
Do you have the type of information in your professional toolkit to serve your customers in this manner? And I am addressing everyone up and down the corporate food chain. It’s that important.
At this point you may be asking: “OK, so I am now going to enhance my business acumen and perspective with all this great information. Just where do you suggest I find it?” Good question. And I think you probably know some really good answers.
Here are some non-traditional clue cards. And I welcome your suggestions for additional sources of information.
- LinkedIn discussion groups are a tremendous way of keeping your ear to the rail. Engineering discussion groups are the pulse of industry. There are so many technical, regulatory, financial and philosophical discussions going on within these groups that – at the very least – reading the discussion threads is an education in itself. So if you are not already a member of various LinkedIn groups, join them. If you are already a member, check out the sub groups and new engineering groups that are constantly forming.
- And while you are participating in LinkedIn discussion threads, remember that your name and your company name are included in your signature with each thread post. Participating in LinkedIn discussions is a tremendous way of demonstrating expertise without “advertising” your company. Folks want to build their networks, especially with savvy people like you who provide great input to discussion threads. Don’t you think they will notice which company you work for, as well? And it works both ways. No matter where you sit around the table, you can provide your business development folks with the names of companies you feel may be prospective clients. I think they may find your input valuable.
- Signing up for RSS newsfeeds on various topics allows you to receive industry-specific or topic-specific articles on your desktop. Discuss your findings at work or post your own discussion on LinkedIn. You may be surprised at who responds and what you learn from the interchange.
- The Bureau of Labor Statistics is an additional resource that allows you to provide context to the financial environment of each state. This information is particularly relevant if you work for a company with out of state projects. This information also allows you to understand the issues that may be impacting subcontractors you may use for these out of state projects.
And don’t tell me you have no time to engage in these activities. The nature of what we call “work” and the context of where we gather and exchange information are in flux. The entire business development paradigm is changing.
Do you want to be on the outside looking in or an active participant in growing your value to your customers and your company?
Think about it.
Add comment June 30, 2010
How to Prevent Infrastructure Disaster?
By Carol A. Metzner
President, The Metzner Group, LLC and
Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com
This August will be the 3rd anniversary of the I-35W bridge collapse in Minneapolis and the 5th anniversary of the New Orleans levee system failure. July brings with it the 19th year mark of the Kansas City Hyatt Regency walkway collapse. While we now understand how these events occurred, has the civil engineering industry implemented systems to help prevent future disasters? Has our government implemented systems to help?
Cutbacks in civil engineering staff across the US’s civil engineering companies and low bid contract awards from local, state and federal agencies cause some to question whether projects are being completed by the best talent available. As we discussed in a previous blog, some firms that previously hired the best engineering talent have now cut them in favor of less experienced, less expensive engineers. What effect, if any will this have on our future infrastructure?
This week it was reported that the Michigan Department of Transportation has been late on inspections on bridge reports. A state audit determined that about 10% of bridge inspections were overdue, some for 36 months or more. It was further reported that the Federal Highway Administration “ordered the state to complete hundreds of crucial bridge inspections by Dec. 31 or risk losing highway funding, a last-ditch punishment that MDOT says it will avoid.”
Similarly, Stamford, CT advocate news just announced “Hundreds of state bridges rated deficient.” Specifically: of the state’s 5,300 bridges, 10 percent, or 509, are structurally deficient and ranked in poor condition, according to the state Department of Transportation. Fifty-four percent are in fair condition, while 36 percent are in good condition.
The Monitor reporter Jared Janes wrote this week that lower than expected bids from contractors eager for work will allow the U.S. section of the International Boundary and Water Commission, in charge of the construction, to complete more than 40 additional miles to raise and rehabilitate Rio Grande levees.
Our government has implemented guidelines for engineering designs and mandated structural inspections. Private industry and public agencies struggle with budget cuts. How can we prevent infrastructure disasters with contract monies put on hold and experienced staff being caught in layoffs? What are your thoughts?
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
Add comment June 23, 2010
The Ramifications of Ousting the Senior Engineer
By Carol A. Metzner
President, The Metzner Group, LLC and
Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com
As discussed in a previous blog, civil engineering firms are cutting senior staff in favor of hiring less experienced, less expensive technologically savvy engineers. The blog received a variety of comments. Among them was insightful feedback from Principal Civil Engineer Mike Prett, PE. With permission, his comments are reprinted here:
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
6 comments June 9, 2010
Civil Engineering Salary Cuts and Layoffs Continue
By Carol A. Metzner
President, The Metzner Group, LLC and
Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com
Last year an executive at a national civil engineering firm was overheard saying that staff who held the company “hostage” by demanding high salaries and outrageous benefits were now getting a cold reality. They would either accept pay and benefit cuts or would be welcome to leave. After all, they could be replaced by other talented civil engineers who would be happy to have a job. This executive thought the company had been strong armed into high salaries and comprehensive benefits in a demanding marketplace. Additionally, he decided that many employees showed no loyalty to the company during good times. Staff threatened to leave for opportunities and remained when they received counteroffers. Now, he felt that “what goes around, comes around.” Engineering businesses are known as professional services firms. They are only as good as the talent they have on their teams…and the amount of projects in the marketplace.
Salaries respond to market conditions. Clients are driving the lack of return to normal as the supply of work remains low. When engineering consultants are busy, clients are willing to pay higher fees to secure the firm they want planning, designing and constructing their projects. Likewise, when firms are looking for projects to keep their staff employed, salaries are lower as are winning bids.
Salaries are also reflected by the great purge of 55 – 65 year old staff. As politically incorrect as this is to discuss, this economy has allowed firms to let go of senior civil engineers who are technologically deficient in deference to hiring younger professionals who are more marketable. These younger staff are LEED accredited, BIM proficient, command lower salaries which means lower bill out rates and potentially more winning bids. It is more economical to have a senior civil engineer oversee as a QA/QC manager, while junior and mid level engineers produce the work. The job market is now flooded not only with 2009 and 2010 graduates, but also with 35-45 year experienced engineers. Although I understand the thought process behind keeping salaries low in a competitive market for project wins, my previous blog comments in “Never Underestimate the Gray Haired Engineer” holds true. (A future BLOG will discuss the ramifications of removing senior engineers to save dollars).
Firms need to remain competitive to win work. While most will agree that civil engineering salaries had finally reached the level of their high tech counterparts, the economy could not sustain them. Infrastructure needs, natural and man made disasters will force work to our marketplace. But, the economy and clients (both governmental and private) will dictate industry salaries.
Thoughts?
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
10 comments June 2, 2010
Stalking the Recruiter
By Carol A. Metzner
President, The Metzner Group, LLC and
Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com
One corporate recruiter on Linkedin had as her status update “..be careful not to stalk the corporate recruiter, but do follow-up.” Numerous discussions are taking place online scolding recruiters and employers for lack of follow-up with candidates. But, how do you as a candidate stay on the right side of the fine line that divides assertive job seeker and scary stalker?
Let’s assume you have made it through an initial screen and had a phone or in person interview. As a job seeker, how often should you phone or email in follow-up to your meeting? First, you should end your interview by asking the recruiter to explain the remainder of the hiring process. Ask the interviewer “What happens next?” and “When should I expect to hear from you?” If they tell you what the next step is, then follow it. For example, if the recruiter tells you they have just started the process and expect to complete interviews in a couple weeks, then call them in a couple of weeks. If they do not return your call within 24-48 hours, then send them a follow-up email. If they do not return the email within 24-48 hours, then call them again. After that, move on in your search. Does every job seeker deserve feedback and closure? Yes. Will you always receive it? No. Demanding closure by calling or emailing the recruiter every hour will not always work, nor will it help your cause- even if you are right.
These past several years have taught all of us lessons. For me, as an architecture, planning, civil engineering recruiter, I need to make sure to offer insightful feedback and closure to my candidates. Hiring authorities and corporate recruiters who have been laid off now understand through their own job searches, that timely feedback/closure is necessary after a job interview.
Job seekers are frustrated by limited jobs, overwhelming competition and rejection. They say “Tell me I am not a fit for the job and I will understand.” Rarely has a candidate heard that they are not a fit for an opportunity without them then launching into a debate. We as recruiters, whether corporate or third party headhunter are hired to screen for the right fit. Hiring managers make that final screen and may reject you for seemingly insignificant reasons. Debating, while human nature, will not change those decisions 99% of the time.
Do your best to follow-up with the recruiter after your interviews. Even if you deserve closure and feedback on the status of your candidacy, you may not receive it. For the record, this is not right. Everyone deserves a return call.
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
9 comments May 26, 2010
Get Rid of Performance Reviews?
Guest Blogger: Larry Courtney
Owner, Larry Courtney Consulting
Management Consulting and Business Brokerage for Professional Services Firms and other Businesses
http://www.linkedin.com/in/larrycourtney
The Wall Street Journal recently published an article about performance reviews by Samuel A. Culbert. The article was adapted from “Get Rid of the Performance Review! How Companies Can Stop Intimidating, Start Managing — and Focus on What Really Matters.”* Essentially the article makes the point that formal performance reviews, based on a recurring periodic calendar date, do not work, they are disliked by employees, and could even be detrimental from a legal perspective, especially when managers tend to provide inflated ratings. Instead the article maintains, managers should be providing nearly daily feedback to employees on their performance.
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
5 comments April 27, 2010
Unhappy Civil Engineering Employees
Managing Partner, A/E/P Central, LLC home of CivilEngineeringCentral.com
Over the past several years, civil engineering employers were faced with dwindling backlogs, staff layoffs, benefit plan cuts and reductions in job fees. This year, those employers are now confronted with a “new” issue: unhappy staff.
The Charlotte Observer ran an AP article in January of this year. It cited study statistical findings:
The study suggests that even those fortunate enough to be employed are unhappy with their jobs. Employees under the age of 25 were the most unhappy, while those in the 25-34 age range were the most satisfied in their jobs. There were no stats for those in the over 34 age range.
Over the past 3 years I have spoken with numerous civil engineering employees who are unhappy with their employers. They report dissatisfaction with cuts in career opportunities, training, benefits and lack of team work. They resist looking for a job that may be more exciting and challenging. They don’t want to be “last person hired, first person to go.” These employees would rather have a job and be unfulfilled, then risk being unemployed.
This sentiment is troublesome for employers. Unhappy employees are not only less productive, but studies show they are less creative and are poor performers. Their dissatisfaction can become like an epidemic infecting those around them. These staff often exhibit unethical behaviors and lose loyalty to the company. If managers don’t recognize destructive behaviors, then they will find themselves with projects that are overdue and over budget.
Employers must offer management training as well as other employee development programs. In the long run, these programs will be more cost effective then repairing the destruction of ongoing low employee morale.
For those unhappy civil engineering employees, last July’s blog: Civil Engineering Jobs – Will Any Job Do? discussed the importance of trying to improve your current situation. You need to take a shared responsibility for making your job or environment better just as your employer needs to step up!
civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion
8 comments March 30, 2010
