Creating a successful incentive plan for employees requires a thoughtful approach. Begin by defining clear and measurable goals aligned with the company’s objectives. Understand what motivates your employees by soliciting their input. Choose relevant and achievable performance metrics that drive desired behaviors. Tailor incentives to match employee preferences, whether through monetary rewards, additional time off, or professional development opportunities. Maintain transparency by communicating the plan’s mechanics and progress regularly. Ensure fairness and equality in distribution and consider the long-term impact of the incentives on both short-term results and overall company culture. Regularly review and adjust the plan as needed, celebrating successes along the way to foster a motivated and engaged workforce. Keep reading for a more detailed description of how to create a successful incentive plan for construction workers.

What is an incentive?

An incentive is a motivating factor or reward that is offered to individuals or groups to encourage them to take specific actions, achieve certain goals, or exhibit desired behaviors.

Why use an incentive plan for construction employees?

Using an incentive plan for construction employees offers several benefits that can help improve productivity, efficiency, and overall performance within the organization.

Companies in the construction industry that work

with Plentive had profits increase by 58% last year.

What are the essentials of a good incentive plan for contractors?

  • Setting KPI’s Metrics, Targets or Goals

The key starting point of any incentive plan to reward employees is specific goals for each individual. All bonus payments need to be based on achieving these targets. Need help creating KPI’s?  Download our guide here.

  • Budgeting for the bonus

Start out by budgeting with the same amount you budgeted last year. Only increase with increased revenue/performance in the company. Be transparent in your method with your employees. Help them to understand when performance improves, so does their bonus.

Each employee should be incentivized to help achieve corporate, team and individual targets. Create a deck of MBIs that fit these criteria. Make sure the incentives are meaningful enough to drive improvement.

  • Employee Specific Scorecards

Create an employee specific scorecard by selecting basic MBIs relevant to their roles and responsibilities. Share the scorecard with your employees/team.

  • Feedback Results and Revisions

As your employees learn what it takes to increase their incentives, their performance will improve. Make revisions, if necessary, based on achieving the overall results you want.

Download our ‘Contractor’s Guide to Pay For Performance’

How do you structure an incentive plan for construction workers?

Here are some steps on how to create an incentive plan for construction workers.

  • Define your goals. 

What do you want to achieve with your incentive plan? Do you want to increase productivity, improve quality, or reduce costs? Once you know your goals, you can start to develop performance metrics that will measure progress.

  • Identify the performance metrics. What metrics will you use to measure employee performance? These could include things like production output, quality, safety, or customer satisfaction. It’s important to choose metrics that are relevant to your company’s goals and that can be easily measured. The Plentive software works with KPI’s. Learn how to create your own KPI’s here.
  • Determine the amount of the bonus. How much will you pay out in bonuses? This will depend on your company’s budget and the difficulty of the goals. You’ll also need to consider the size of the bonus relative to the employee’s base salary.
  • Set the frequency of bonus payments. How often will you pay out bonuses? This could be quarterly, annually, or even monthly. The frequency will depend on your company’s budget and the nature of the goals.
  • Communicate your incentive plan to employees. Make sure that employees understand the incentive plan and how they can earn bonuses. This will help to motivate them to achieve the goals and to understand how their performance is being measured. Transparency in a bonus plan is key.

Here are some additional tips for creating an incentive plan for construction employees:

  • Make sure the goals are achievable but challenging.
  • Set clear and measurable performance metrics.
  • Make the bonus plan fair and equitable.
  • Communicate the incentive plan to employees clearly and concisely.
  • Track performance and make adjustments to the plan as needed.

By following these steps, you can create an incentive plan that will motivate and reward your construction employees and help you achieve your business goals.

examples of performance metrics that you can use for a construction incentive plan?

  1. On-Time Completion: This metric measures the percentage of projects completed within the specified timeframe. Early or on-time completion could be rewarded with incentives, while delays might result in reduced rewards.
  2. Budget Adherence: This metric tracks how closely the project’s costs align with the allocated budget. Staying under budget could lead to incentives, while exceeding the budget might impact the reward.
  3. Quality and Defects: Measuring the number of defects, errors, or rework required during and after construction can incentivize teams to maintain high-quality work and reduce costly mistakes.
  4. Safety Performance: Safety is a critical aspect of construction projects. Metrics related to the number of accidents, incidents, or near-misses can encourage adherence to safety protocols.
  5. Customer Satisfaction: Gathering feedback from clients or end-users and using metrics like Net Promoter Score (NPS) can encourage teams to prioritize customer needs and deliver projects that meet or exceed expectations.
  6. Productivity and Efficiency: Tracking metrics like labor productivity (output per unit of work) and resource utilization can encourage teams to find innovative ways to work more efficiently.
  7. Resource Management: This metric assesses how effectively resources such as materials and equipment are managed, helping to minimize waste and optimize usage.
  8. Environmental Impact: For projects with sustainability goals, metrics related to energy consumption, waste reduction, and use of eco-friendly materials can be incorporated.
  9. Stakeholder Communication: Measuring how well the construction team communicates with stakeholders, including clients, subcontractors, and local communities, can ensure a smooth project process and positive relationships.
  10. Innovation and Problem-Solving: Rewarding teams for coming up with innovative solutions to unexpected challenges can foster a proactive approach to problem-solving.
  11. Risk Management: Evaluating a team’s ability to identify, assess, and mitigate risks can help prevent potential delays and cost overruns.
  12. Subcontractor Relationships: Metrics that consider subcontractor performance and relationships can incentivize collaboration and strong partnerships.
  13. Change Order Frequency: Reducing the frequency of change orders (modifications to the original project scope) can indicate effective planning and minimize disruptions.
  14. Document Management: Efficiently managing project documentation, such as blueprints and permits, can contribute to smoother operations and faster decision-making.

By following these tips, you can create an incentive plan that will motivate and reward your construction employees and help you achieve your business goals. If you need help checkout our bonus plan templates

Sample incentive programs for construction workers

At Plentive we have found that many companies just want a kick start to help them create the incentive plan of their dreams. So, we have created a few resources for your company.



Your employees are the key to your business success. Their performance has a more direct correlation on your business performance than any other factor. Stephen Covey said, “Most leaders would agree that they’d be better off having an average strategy with superb execution than a superb strategy with poor execution.” We’re in the game of helping your team execute your strategy. You know where you want to go, your team is the only one that can take you there. Paychecks bring your employees along for the ride. Add the right incentives, they’ll peddle too. By creating a good employee incentive program for construction companies you’re on the path to a successful company.

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