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?

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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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Is Your Business Really Ready to Expand in the Coming New Year

January 7, 2020 No Comments

Is your business really ready to expand in the coming new year? Although the question seems complicated, it’s not too difficult to answer. Just four key factors can quickly help you determine if you’re ready to expand your business. And, perhaps more importantly, if your company is ready to expand. What it Really Means to Expand a Business Business owners often think about two elements when it comes to expansion — output and sales. Of course, it’s not that simple. However, these are two very important parts of the overall equation. Nonetheless, what it really means to expand a business is to take on a whole new level of responsibility. Even thinking about growing your business is exciting. Expansion means more products or services, customers, sales, and income for you. And, for businesses with physical locations, expansion might mean opening a bigger or second location. Before you rush into expanding your small business, you need to make sure your company is actually ready for growth. Your recent business success isn’t the only thing you should look at. —Forbes.com It also means the business having to respond to a new level of production while not losing it’s nimbleness or its personalized customer service. After all, if it can’t do the latter two — stay agile and maintain customer care quality — it will hurt the company greatly. 4 Signs It’s Time to Expand Your Business So, just what are the signs that it’s time to expand a business? Well, it comes down to only a select group of factors, which include the following: You have too much business. Time and again, you’re falling behind because you simply lack the resources to get all the work done. You’ve streamlined every single solitary step along the way and still, you’re not able to adequately keep up. Worse yet, it’s starting to show itself to customers. Too much work and too few resources to get it done in a timely manner. You have a strong team in-place. Your team members are your secret sauce. Without them, you’d really be in big trouble. Fortunately, they’re able to pull off magnificent feats over and over again. Well, that’s not only good news for the present, but really good for a future expansion. You have the money to expand. Expanding usually means incurring significant expenses. But, if you have some retained earnings saved and a strong forecast for the next several months, you probably can afford to expand your operation. You have a plan to upscale your operation. While the first three elements are absolutely critical, this is perhaps the most important of all because it will define your way forward. (It’s also where winging it just won’t cut it.) So, take the time to consult an experienced business consultant and coach. Someone who has helped companies grow before. Work together to formulate an actionable expansion plan. What other advice would you give business owners who want to know if it’s time to expand? Please share your thoughts and experiences by commenting! Interested in learning more about business? Then just visit Waters Business Consulting Group.

My Employees are Making Excuses about Coming Back to the Office — What Can I Do?

March 31, 2021 No Comments

Although many parts of the country are reopening, some people might not be ready (or comfortable) with returning to the workplace. Of course, if this is happening to your business, it can not only be frustrating, but quite harmful to your company’s overall health. And, it’s certainly more preferable to bring back known quantities, rather than to try and replace trusted staff. But, you’ll have to convince those reluctant individuals first. Common Coronavirus-Related Excuses Employees might say they get the same amount from unemployment as they earned prior. Some will say their child’s school is closed or they take care of an elderly parent. Others might cite ongoing health conditions and any exposure to COVID is a severe risk. Unfortunately, these reasons are difficult to argue against. While a one-time incident may be overlooked, small-business owners cannot afford to accept excuses for ongoing performance problems. In a small organization, other employees quickly notice when excuses are allowed. By tolerating excuses, you create a culture of avoidance rather than responsibility. —Houston Chronicle Small Business However, employees who believe the workplace is unsafe is another matter. It’s much easier to convince them about proactive and other protective measures. But, that certainly doesn’t mean it’s a cinch to change their minds, either. How to Deal with Employees Who are Stalling Coming Back to Work Obviously, if someone is obstinate enough, it might not be worth the time and energy. But, if there are a few minimal concerns, it’s entirely possible to convince them to return to the workplace. Here are some helpful suggestions: Emphasize safety. If they are concerned about being around a large group of people again, you can always reduce the number of people in the office, and/or space them apart. Having the office sanitized from top to bottom by a professional cleaning service will also go a long way in reducing worry and anxiety. Give them more flexibility. Consider changing your sick policy in order to accommodate people who might be out for an extended period of time. You can also look into different health insurance plans to see if there’s something better available. Offer incentives. If someone is truly fearful about returning to the workplace, this probably won’t work. However, people that would rather continue to work from home will most definitely want to take advantage. The type and amount of incentives are up to you, but they could go a long way in changing minds. Use your influence. While you might prefer not to result to ultimatums, sometimes these are the only way to really get through to the most stubborn people. Obviously, you can’t do anything illegal, but you can change your businesses policies in regard to working remotely versus remotely working on-site. What other suggestions do you have to deal with employee excuses about returning to the workplace? Please take a few minutes to share your thoughts and experiences. Perhaps others can benefit from your unique perspective. Interested in learning more about business? Then just visit Waters Business Consulting Group.

How to Keep Employees Motivated During the Holidays

May 24, 2017 No Comments

With Christmas and the new year right around the corner, now is a time when productivity slips, attention spans shorten, and minds wander. It’s no surprise considering there’s so much going on outside the company: trip planning, shopping, decorating, and family gatherings. Inside, it’s supposed to be business as usual, but, the holiday season takes over. No one wants to be a Grinch during the holidays and it’s easy to let festive spirit slow things down. However, in the remaining days of the year, the pressure is on and it’s not always simple to stay the course. How to Keep Employees Motivated during the Holidays While some team members will be on vacation, others will still be showing up and this creates an unstable atmosphere. What’s more, you are not immune from the holiday fever and find it’s difficult enough just to keep yourself on-task. If you’re not careful, you’ll unconsciously let it be known and that’s tantamount to telling everyone to take it easy and slack off. While you certainly don’t want to portray yourself as Ebenezer Scrooge, you do need to set an example and temper your own excitement with good work ethic. Keeping your employees engaged in their work can be a challenge during the holiday season. Considering that the holiday season lasts roughly from the week of Thanksgiving until after New Year’s, managers who don’t find ways to keep their team motivated risk losing a lot of money during the fall and winter months. —Business News Daily.com Doing so won’t necessarily be simple and might even strike you as unnatural, but, if you want to be an effective leader, you’ve got to learn how to play different roles well. That’s what being an entrepreneur is really all about: being flexible and knowing when to take off one hat to put on another. For your employees, the holidays are not only exciting and distracting, it’s the end of the year and looking forward to next year takes their eyes off today. Here are some helpful tips on how to keep employees motivated during the holidays: Be flexible with schedules. The last thing you should do is create conflict and ill will during this time of year. Try to be as flexible as possible with schedules and don’t be afraid to ask for others to step-up when necessary. If you act with team effort, you’ll get a lot more cooperation and positive responses. Let the excitement in the office. There’s nothing wrong with allowing employees to decorate, exchange gifts, and fill the space with holiday music. It puts the spirit of the season to work for you instead of against you. Openly communicate expectations. No one likes the sneaky, sly boss who surprise employees with unpleasant things. You have goals to reach and tasks to get done, so don’t just bark out orders, communicate in a friendly manner and always open up the discussion to new ideas — you might be very surprised by what you hear. Actively engage and manage your team. While people don’t like to be micromanaged, they do appreciate being guided. You’re in a position of authority and this is a wonderful opportunity to sharpen your leadership skills, as well as demonstrate your ability to motivate. Take time to reflect on the year’s accomplishments. Remind people of this year’s accomplishment and be sure to give congratulations with enthusiasm. Speak about being vigilant and finishing the year strong for the good of everyone in your organization. In addition to these, you should also carve out some time for a party or even a dinner. Keep it simple and ask for ideas from your team about what they’d like to do and where to hold it. Give small gifts or even a Christmas card to your employees and let them know just how appreciative you are of their work and dedication. Want to find out about what a business coach can do for you? [shareaholic app=”follow_buttons” id=”26833294″]