One of the biggest challenges in the skilled trade industry is finding the right workers. Capable, reliable employees are hard to find in any field, but when you factor in the shortage of skilled tradesmen in the U.S. and other places, the problem becomes magnified. Even worse, the gap between the demand for tradesmen and the available workforce is projected to increase in the coming years.
Between the shrinking employee pool and the industry’s often-stringent pre-employment screenings, it can be a huge challenge to find technicians to work for your contracting business. But if you focus on one area that not many small contracting businesses consider, you may find it easier to hire the right talent.
Why employee training & development for contractors is critical
Inc. says that employee development is important even if you only hire employees on an hourly basis, a common method for small contractors. The most immediate benefit of employee development for contractors is the impact it has on the business. Imagine if you could train your employees well enough to allow them to handle even 1/4th of the jobs you are now handling on your own. You could use this time to strategize and grow your business and, likely, cut costs.
Besides the positive effect training will have on your own business, it will also keep employees engaged and help you retain them (a real business problem for the trades).
Offering your workers training and development, even informally, shows that you care about their success and career, not just what they can do for you. Yes, an employee could leave your company for a better opportunity after you devote time into training them, but there’s always a risk of employees leaving. If you help them develop their skills, you have a better chance of keeping them around – employees will feel more loyal to employers who show a selfless interest in the progression of their staff.
4 easy tips for contractor employee training & development
So how do you get started on an employee training & development program, even if you’ve never had one before? Here are a few strategies that won’t take much time:
- Write a brief guide
If there’s a particular task or job that you find yourself working on frequently, it’s worth your time to document your process. Include the tools you use, clearly-written steps, and the answers to any common questions or challenges that come up.
- Accompany them on jobs
When time permits, it’s always good to see firsthand how your employees are working. Think about shadowing your employees and providing them with feedback on what they did well and what they could improve on. Remember to be casual about it, balance praise with constructive criticism, and don’t make them feel pressured or worried.
- Let them look over your shoulder
Most apprentices who are just starting out begin by following a more skilled tradesman while they work. Even if your employees are already licensed and certified, if there’s a specific skill you want them to learn or improve on, it can be helpful to have them watch you do it.
- Ask them what they need
Even if it’s an offhand question about how you could better serve their development or training needs, most employees will appreciate their employers taking the time to ask what they want. This step can also help you save time and focus on the particular skills your employees need.
Remember that your employee training program doesn’t need to be a formal, time-consuming procedure. By taking a couple of simple steps, you can increase the efficiency of your business and make your organization more attractive to potential hires.
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