Business Education

Is Finding Skilled Trades Employees Impossible? Think Again!

What’s the biggest problem facing most small businesses in the trades? If you ask an owner-entrepreneur, one answer stands above the rest—finding good employees who want to work, do a good job, and are consistently reliable. But, even with the promise of great pay, these individuals seem harder than ever to find—especially post-shutdown and even five years after the fact. It can be disheartening, frustrating, and hinder a business from growing.

However, there is good news. The “college is for everyone” mentality is slowly wearing off. Young people graduating from high school are again discovering the value (and lucrativeness) of the trades. They realize they’ll spend far less on their education and begin to earn good money in a short period. Although we’re still in a transition, so it’s not always easy to find such individuals.

7 Ways Small Business Owners Can Find Skilled and Reliable Employees in the Trades

As stated, in the current labor market, many small business owners in the trades are facing an uphill battle: finding skilled workers who not only meet the job’s qualifications but also show up consistently and perform well. Whether you’re running a plumbing service, electrical company, construction firm, an HVAC business, or any other trade-based business, attracting dependable employees requires a mix of strategic recruiting, strong employer branding, and fostering a work environment that encourages retention. So, here’s how small business owners can navigate these challenges and build a reliable workforce.

1. Build a Reputation as an Employer of Choice

One of the most effective ways to attract high-quality workers is to establish a strong employer brand. Your company should be known not just for the services it provides, but also for being a great place to work. Competitive pay, clear career advancement opportunities, and a positive work culture can set your business apart.

Consider showcasing testimonials from satisfied employees on your website or social media channels. Highlight the benefits of working for your business, including training programs, job stability, and workplace camaraderie.

2. Tap Into Apprenticeship Programs and Trade Schools

Many trade schools and apprenticeship programs produce eager, well-trained individuals looking to enter the workforce. Building relationships with local vocational programs can be an excellent pipeline for reliable employees.

Offer internships or paid training programs that allow students to gain hands-on experience with your business before transitioning into full-time roles. This gives you a chance to evaluate their work ethic and skill level before committing to hiring them permanently.

3. Use Targeted Recruitment Strategies

When traditional hiring methods don’t yield results, think outside the box. You still have options for finding good recruits, such as the following:

Referrals. Employees and industry contacts often know skilled workers looking for better opportunities. A referral program with incentives can encourage them to recommend dependable candidates.
Social media and digital recruiting. Platforms like LinkedIn, Facebook, and industry-specific job boards can help connect you with skilled tradespeople actively seeking work. Posting engaging content about your work culture and job opportunities can help spark interest.
Local community networking. Attending industry events, trade association meetings, and even hosting hiring open houses can connect you with qualified prospects.

4. Prioritize Work-Life Balance and Fair Compensation

Compensation matters, but so does workplace satisfaction. Offering fair wages aligned with industry standards is crucial, but providing benefits such as flexible schedules, paid time off, or wellness initiatives can be just as impactful.

Many workers in the trades value job stability and fair treatment over chasing the highest paycheck. If you create an environment where employees feel respected and valued, they are much more likely to stay and perform reliably.

5. Optimize the Hiring Process to Weed Out Unreliable Candidates

A streamlined hiring process with clear expectations can help filter out applicants who may not be dependable. When interviewing candidates:

Ask about previous job reliability and attendance history.
Focus on behavioral-based interview questions that reveal how they handle workplace challenges.
Require a trial period or probationary period to assess performance before committing to full-time employment.

6. Retain Employees Through Strong Leadership and Development

Once you’ve found dependable employees, keeping them engaged and motivated is just as important as hiring them. Investing in leadership development, fostering mentorship programs, and giving employees room to grow can improve retention rates.

Employees who see a future within your business are more likely to stay committed. Offering professional development—such as advanced training certifications or leadership opportunities—shows that you value their long-term potential.

7. Addressing Attendance and Performance Issues Early

If absenteeism or poor performance becomes an issue, addressing it early through structured feedback and accountability systems is essential. Instead of waiting for problems to escalate, establish clear expectations from the start.

Hold regular check-ins with employees, provide constructive criticism when necessary, and create incentive programs that reward consistent performance and reliability.

A Few Final Thoughts

While the challenges of recruiting and retaining reliable workers in the trades are real, small business owners who adopt proactive strategies can find and keep quality employees.

Investing in your workforce isn’t just about hiring—it’s about building a team that stays committed for the long haul. Skilled, dependable workers are out there—you just need the right approach to find them.

Want to Accomplish More?

Do you want your company to grow faster and earn more while spending more time with your family doing everything you started your business to do?

We can make that dream a reality. Give us 30 minutes and we will show you how to get your life back. Skeptical? Good! Put us to the test.

You can call us for your free appointment at 480-636-1720, or, if you prefer, Waters Business Consulting Group to learn more about us and the services we offer.

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Reasons Why Your Business Stays Cash Poor

May 16, 2017 No Comments

Business owners and management professionals alike know the importance of maintaining positive cash-flow. It serves as the bloodline of a company, no matter its size, or even its asset position. In fact, some businesses learn the hard lesson that too much tied-up in assets is a liability. Having to sell such leverage just to meet obligations isn’t exactly a sign of good management. Another irony is found in two of the biggest reasons business fail: too little business or too much business. It is certainly strange the latter exists, but it’s nonetheless a reality. In fact, a proprietary study conducted by U.S. Bank provides proof — 82 percent of business failures result directly from poor cash management. Even though these entities earn more than enough business to keep their doors open — a lack of proper management is far too destructive. Reasons Why Your Business Stays Cash Poor The fundamentals of cash flow aren’t complicated to understand, but rather, to execute. The movement of funds in and out of a company is what constitutes cash flow — it can be positive or negative. When money is left over after all expenses are paid, that is positive cash flow. Conversely, when outflow exceeds inflow it constitutes negative cash flow — often a death knell of businesses experiencing the same. Cash flow is one of the most critical components of success for a small or mid-sized business. Without cash profits are meaningless. Many a profitable business on paper has ended up in bankruptcy because the amount of cash coming in doesn’t compare with the amount of cash going out. Firms that don’t exercise good cash management may not be able to make the investments needed to compete, or they may have to pay more to borrow money to function. —Inc.com Many businesses struggle with keeping expenses in-check and that’s normal. It’s due to the dynamic ebb-and-flow of a free system in which goods and materials costs can rise or fall as market conditions fluctuate. However, when cash flow is continually poorly managed, it manifests itself in a number of ways. Here are some of the most common reasons why your business stays cash poor: There’s too much tied-up in inventory and materials. Glance back to the first paragraph and this demonstrates a trap into which some businesses fall. That is, acquiring assets of value which must be liquidated to meet an obligation. The entire point of acquiring business assets is to retain same, not to liquidate, especially for day-to-day operating expenses. You’re not constantly examining business-to-business expenses. One of the most common bits of consumer advice circulated is going over every one of your monthly bills one line at a time. The reason, of course, is to be vigilant and discover any unauthorized charges or find slight up-charges in normal line items. Businesses ought to do the same because it’s easy to let recurring monthly bills be paid on autopilot without any real scrutiny. Accounts receivables stay sparsely busy. This is perhaps one of the most unpleasant aspects of doing business — collecting money owed. For some companies debt collecting is left to a single person or small team. For many others it’s the responsibility of the owner. Every dollar that’s in the receivables column is one that isn’t working for your business. There’s poor cash-flow forecasting. What the probable future looks like is very important. While you probably won’t be able to forecast to the penny (even a lot more) it’s worthwhile to have a glimpse into the future, especially when cash-flow is anemic. Growth is reducing cash-flow. Here again we see irony. When a business is growing, it surely must have positive cash flow — right? Not necessarily. There are a number of tricks a company can use to ostensibly grow. Even in a healthy environment, growth can still be a drain on cash and slowing growth can actually improve cash flow assuming your margins and overhead are in line. Another dynamic which can wreak havoc on a business is out of sync credit accounts. When vendors expect to be paid but accounts receivables aren’t set to accept payments before those dates, it unnecessarily reduces a business’ cash position. Obviously, not paying vendors on-time is something to be avoided because it can cost your company in terms of creditworthiness and reputation. You might be the heart beat of your business, but cash flow is the “life blood” of a business. Please follow me on: Facebook | Twitter | Pinterest | Instagram [shareaholic app=”follow_buttons” id=”26833294″]

If You’re Hiring Based on Skills, You’re Hiring Wrong — Here’s Why

March 2, 2022 No Comments

There’s an internet meme going around that makes a profound point, “Hire based on attitude, not skills — because you can always teach skills.” And, it backs up some very interesting statistics. For instance, did you know that 85% of a company’s success is due to the team’s attitude, and only 15% is due to individual skills? That’s why when businesses are looking to hire new employees, they should focus on finding individuals with the right attitude, not just those who have the perfect skill set. So, let’s expound a bit as to why. Attitude vs. Skill When it comes to hiring new employees, many businesses focus on finding candidates with the appropriate skills for the job. However, in order to create a successful and productive team, it’s important to also consider attitude. A positive attitude is essential for maintaining a positive work environment and achieving company goals. Is it better to have someone in a team lead role who has a strong work ethic and is all-around positive and can learn the skills or is it better to hire someone based on skills only? What is most important — the skill set or the attitude and growth potential? It depends on the job. There are some jobs where it might make sense to hire for attitude and teach the work itself when it won’t require a major investment of time to do so. There are other jobs where experience and a pre-existing skill set are essential. —Inc.com Therefore, businesses should focus on hiring people who have the right attitude, even if they may not have all the necessary skills. With the right attitude in place, employees can be taught the required skills over time. This makes sense, especially when looking at first-time job seekers in entry-level positions. Those individuals often have little to no skills at all. Those are taught through direct instruction and experience. The Advantages of Hiring Based on Attitude Rather than Skills There is no question that skills are a critical component of any employee’s toolkit. However, research has shown that an individual’s attitude is a stronger predictor of success than their skills. In order to capitalize on this, businesses should consider hiring based on attitude rather than skills due to the following reasons: Longevity. Hiring based on attitude will help you find candidates who are motivated and passionate about their work. These are the employees who will go above and beyond for your company. They will be more engaged in their work, and they will be less likely to leave their positions. Synergy. Hiring based on attitude will help you find candidates who are a good fit for your company culture. This is extremely important, as it can save you time and money in the long run. If a candidate is not a good fit for your company culture, they will likely be unhappy and unproductive in their position. Flexibility. Hiring based on attitude will help you find candidates who are able to adapt to change. When a company hires based on skillset, they may hire someone who has very specific knowledge and experience in their field. But this person might not be able to adapt when things change in the future. What other benefits are gained by hiring based on attitude instead of on skillset? Please take a moment to comment and share your thoughts and experiences so others can benefit from your perspective! Interested in learning more about business? Then just visit Waters Business Consulting Group.

How to Handle an Employee Demotion Without Creating New Problems

January 12, 2024 No Comments

How to Handle an Employee Demotion Without Creating New Problems Unpleasant situations can arise just about any time within the dynamic landscape of workforce management. For instance, when an employee demotion becomes a necessary course of action. While challenging, handling such transitions with tact and sensitivity is crucial to maintaining a positive workplace culture and ensuring the continued growth of both the employee and the organization. So, we’ll take a look at a few key strategies to navigate employee demotions effectively, mitigate potential issues, and foster a path toward professional development. Understanding the Situation When an employee faces a demotion, it can be a challenging experience for both the individual and the team. Managers must approach the situation with empathy and clear communication. Understanding the reasons behind the demotion and the impact it will have on the employee’s responsibilities is the first step in handling the situation effectively. Communicating Transparently Transparent communication is key when addressing an employee demotion. Managers should clearly explain the reasons for the decision, focusing on specific performance issues or changes in business needs. By providing a detailed understanding of the situation, managers can help the employee see the demotion as a constructive step towards improvement. Supporting the Employee Following the demotion, managers need to offer support to the employee. This may involve providing additional training or resources to help them improve in their new role. By demonstrating a commitment to the employee’s success, managers can help mitigate any negative feelings and foster a positive environment. Maintaining Professionalism Throughout the demotion process, both managers and the employee need to maintain professionalism. Encouraging open dialogue and a respectful attitude can help prevent any new problems from arising. Managers can guide the employee toward a successful transition by focusing on clear expectations and constructive feedback. Fostering a Positive Work Environment After a demotion, it’s crucial to foster a positive work environment where all team members feel supported and valued. Managers should strive to maintain a sense of camaraderie and collaboration, emphasizing the importance of teamwork and shared goals. By fostering a positive work culture, managers can help prevent potential conflicts or disruptions. Managing the Impact on Team Dynamics A demotion can affect team dynamics and morale. Managers must address any concerns or conflicts that may arise within the team as a result of the demotion. Open discussions and team-building activities help bridge any gaps and restore harmony within the team. Want to Accomplish More? Do you want your company to grow faster and earn more while you spend more time with your family doing all the things you started your business to do? We can make that dream a reality. Give us 30 minutes and we will show you how to get your life back. Skeptical? Good! Put us to the test. You can call us for your free appointment at 602-435-5474, or, if you prefer, send us an email. You can also visit us at Waters Business Consulting Group to learn more about us and the services we offer.