📨 Contractor’s Digest – Daily Rundown
📅 Thursday, April 17, 2025
🛠 Helping Contractors Win More Jobs, Increase Profits & Avoid Costly Mistakes
🚧 Today’s Rundown
🔹 Feature Story: Why Firing Your Worst Customer Might Be the Smartest Move
🔹 Business Tip: How to Handle a High-Performer with a Bad Attitude
🔹 Tool Spotlight: Conflict Resolution & Communication Tools for Contractors
🏗️ Feature Story: Why Firing Your Worst Customer Might Be the Smartest Move
🔨 Every contractor has one: The client who drains your energy, wastes your time, and nitpicks every invoice.
They might pay well—but they cost you in morale, bandwidth, and reputation.
Here’s the truth: Not all revenue is worth it. And in many cases, your worst client is blocking your best growth.
🚩 Signs You Need to Let a Client Go:
• They disrespect your team or subs
• They constantly question your price and process
• They micromanage every detail but refuse to sign change orders
• They take forever to pay—or use payment as leverage
• Your gut sinks every time their number pops up
✅ What Happens When You Fire the Problem Client:
✔️ You create room for better-fit projects
✔️ You boost team morale overnight
✔️ You reclaim time and mental clarity
✔️ You protect your reputation (no client is worth a 2-star review caused by burnout)
💥 How to Fire a Client Professionally:
🔹 Finish current obligations—don’t burn bridges
🔹 Be respectful, firm, and brief:
“After reviewing our current dynamic, we don’t believe we’re the best fit for your project moving forward.”
🔹 Refund unearned deposits (if applicable) and refer them elsewhere if possible
🚀 Pro Tip:
The best contractors don’t chase every check—they choose the right ones.
You’re not just building houses. You’re building a business. Make sure your clients fit your mission.
📩 Want our “Red Flag Client Exit Script”? Reply and we’ll send it your way.
📌 Business Tip: How to Handle a High-Performer with a Bad Attitude
Ever had an employee who’s great at their job—but poisons the crew with their attitude?
They meet deadlines, get praise from clients, and know their trade—but they also gossip, complain, and disrespect leadership.
It’s a tough spot—but avoiding it hurts your team far more than confronting it.
1️⃣ Document What Matters
Don’t confront them based on feelings. Track behaviors that impact morale, safety, or productivity. Show patterns.
2️⃣ Have a Direct, Private Conversation
Be clear:
“Your work is excellent. But your attitude is impacting the team. We can’t afford that here.”
Ask: What’s going on? Are they burned out? Feel unheard?
3️⃣ Set Clear Expectations
Explain what changes are needed, by when, and what will happen if things don’t improve.
4️⃣ Give Them a Path
High performers often respond well to growth conversations. Offer leadership training, more responsibility, or mentorship—but only if they shape up.
5️⃣ Be Willing to Cut Ties
If they refuse to change, don’t let talent outweigh culture. One toxic crew member can ruin five good ones.
🚀 Pro Tip:
Protect your crew culture at all costs. Your good people are watching how you handle this.
📩 Want our “Difficult Employee Conversation Template”? Reply and we’ll send it to you.
⚙️ Tool Spotlight: Conflict Resolution & Team Communication Tools
📱 Tools to Try:
🔹 Slack – Internal messaging to cut down on miscommunication
🔹 Trainual – Set clear expectations for behavior + SOPs
🔹 Loom – Use quick videos to train or clarify decisions across your team
📦 Want our “Contractor’s Internal Communication Playbook”? Reply and we’ll send it your way.
📣 Call to Action
🔥 Know a contractor who needs this advice? Forward this newsletter.
📬 Not subscribed yet? Sign up now + get the free eBook:
“Top 10 Mistakes Contractors Make in Marketing” → contractorsdigest.com
👷♂️ Stay focused,
— Benjamin Patton