How to Keep Skilled Workers in the Home Service Industry

By Jordan Evans

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The home services industry has a retention problem. It’s no secret that skilled workers are the lifeblood of roofing, plumbing, painting, and other contractor-based businesses. But while business owners are focused on lead generation, marketing, and landing the next big project, retaining skilled workers is often overlooked—and it’s costing more than you think.

 

The Silent Revolving Door

You might not notice it at first, but when one of your top technicians leaves, it starts a chain reaction that impacts your business far beyond filling that one spot.

Let’s take Mike, for example. Mike has been with your painting company for six years. He knows every detail of your process, from prepping surfaces to delivering the final coat with precision. Mike is also a mentor to newer hires, showing them the ropes and passing on valuable knowledge. When Mike quits to work for a competitor offering a higher wage, your business doesn't just lose a painter—it loses a wealth of experience and mentorship that takes years to build. Now, your new hires are left without guidance, projects take longer, and mistakes become more common. Meanwhile, Mike's replacement, though talented, lacks the specific training and customer rapport Mike had.

It’s a slow bleed, and the ripple effects can damage your bottom line.

 

The True Cost of Losing Workers

Let’s face it: finding skilled workers is hard, and keeping them is even harder. It’s not just about wage increases (although that matters too). The home service industry is competitive, with companies vying for the best talent, offering everything from better benefits to more flexible schedules. According to Gallup, the cost of replacing a skilled worker can be as much as 200% of their annual salary when you factor in recruitment, training, and lost productivity.

Here’s how losing key employees might be impacting your business:

• Decreased Productivity: Experienced workers complete jobs more efficiently. New hires, no matter how talented, will require time to reach that level.
• Lower Morale: When a valued team member leaves, it affects the morale of the rest of your crew. They might wonder if they should look for greener pastures too.
• Damaged Client Relationships: Some customers become attached to specific workers, trusting them with their homes. When that familiar face is gone, trust is harder to rebuild.
• Increased Errors: Skilled workers don’t just know how to do the job; they know how to avoid costly mistakes. Less experienced employees might not be as cautious, leading to rework and dissatisfied customers.

 

Why Workers Leave—and How to Make Them Stay

If you’re losing skilled workers, there’s usually a deeper reason than money alone. Here’s why they’re leaving, and more importantly, how you can keep them:

• Lack of Career Progression: Many contractors are stuck in the same role for years with no clear path to advancement. Offering training programs, certifications, and a road map for promotions can give workers something to strive for.

• Work-Life Imbalance: The home services industry often means long hours and weekends. Flexible scheduling, more paid time off, or allowing employees to take on projects they’re passionate about can boost satisfaction.

• Poor Company Culture: A toxic work environment, poor communication, or lack of appreciation pushes workers to find a better fit elsewhere. Simple gestures, like employee recognition, team-building activities, or monthly feedback sessions, can dramatically improve workplace culture.

• Job Security Concerns: Inconsistent work or worries about layoffs make workers uneasy. Offering a steady pipeline of projects or even guaranteeing a certain number of hours per week gives them the stability they need to stick around.

 

Solutions You Can Implement Today

You’ve identified the problem, and now it’s time to take action before more skilled workers walk out the door. Here are some practical steps:

• Competitive Pay & Benefits: If your competitor is paying more for the same job, you’ll need to rethink your pay structure. Offering health benefits, retirement plans, and performance bonuses can make your offer more attractive.

• Career Growth Opportunities: Start offering apprenticeships or partnerships with trade schools. Encourage your workers to pursue certifications, and reward them for doing so.

• Build a Stronger Team Culture: Host regular team meetings where everyone’s input is valued. Create open lines of communication so your team feels heard. Recognize hard work publicly, whether it’s through a company newsletter or monthly awards.

• Offer Flexibility: Sometimes, workers leave not because of the work itself but because they feel burnt out. Giving your crew more control over their schedules can go a long way in reducing turnover.

• Exit Interviews & Feedback: Every time a skilled worker leaves, conduct an exit interview. You’ll get invaluable insight into the areas where your business is falling short and what you can improve to retain others.

 

Conclusion: Keep Your Best Workers, Build a Thriving Business

Retaining skilled workers in the home service industry isn’t just about holding onto talent—it’s about building a business that thrives. While losing valuable employees can feel like a setback, the good news is that with the right approach, you have the power to create a workplace where your best workers want to stay. By offering opportunities for growth, fostering a positive company culture, and addressing the needs of your team, you’ll not only reduce turnover but also attract top talent. With these changes, your business will be stronger, more efficient, and ready for long-term success. It all starts with investing in the people who make your business great.

 

Are you building a team from scratch? Check out our guide on Developing a High Performing Team here.