MAKING THE TRANSITION The key to making a successful transition, according to Strite, is to thoroughly build the framework for the design position ahead of time.
“There are so many things to consider,” he says, “from the different methods of compensation, to the overhead associated with a new employee, to the details of the new job description.”
Of all these, deciding exactly what this new position will entail and developing a realistic job description may be the most important, not to mention — for those not familiar with the role of a designer — the most challenging.
The hardest part of launching a design department, according to Seattle remodeler Gary Potter, is knowing how to hire properly. “You’re hiring for a position you don’t have much familiarity with,” he says. Potter’s design department is made up of two lead designers and two design associates who assist the leads in project development. Photo: Ron Wurzer | WpN “You’re hiring people for a position you don’t have much familiarity with,” says Gary Potter, of Potter Construction, in Seattle, who employs two lead designers and two associate designers. Potter’s designers, like many others in the industry, take on a dual role within the company, doing both sales and design work. “Our first hire was fantastic,” he says. “She was very good at design and great with people.” After hiring and then firing about a dozen other people in succession to fill a second design position, Potter was convinced that the first hire was the exception. “We got lucky with that one,” he says. “But our hiring process was flawed. We didn’t have a clear picture of what the position entailed.”
Many remodelers making this transition to in-house designers have difficulty finding individuals well-suited for both sales and design. According to Strite, the hiring manager must be sensitive to the need for a multi-talented individual in filling the position.
“There is a real lack of qualified individuals out there,” Strite says. “But because those individuals [are few], once you find them you are able to provide a unique service that goes way beyond client expectations.”
Both Potter and Strite agree, however, that any new design hire will need extensive sales training. “Many of us in the industry have transitioned from technicians to owners, and we’ve developed our skills and experience over many years,” Strite says. “When it comes time to passing that knowledge on, we’re not always prepared. All the sales skills that seem ‘natural’ now to us really aren’t — and passing that on requires developing an extensive training program.” For newcomers, Strite suggests joining a local association or peer network to learn directly from those who have successfully made the transition.