Finding and retaining quality workers is a challenge for anyone in construction. This is particularly true if you want to retain skilled carpentry workers or apprentices.
The Bureau of Labor Statistics predicts a 4% job growth rate for carpenters over the next decade, slightly outpacing the national average. Entry-level construction positions are expected to grow even faster, at more than twice the national average. More jobs mean more opportunities for skilled carpenters and apprentices to jump to another company.
That sounds grim, but there’s a silver lining, and I’ve seen it first hand. I spent over a decade in the trades, and I learned that small businesses actually have a superpower when it comes to retaining workers. And if you tap into it, you’ll boost your profitability and gain a long-term competitive advantage.
The Real Cost of Turnover
Employee retention can be tremendously expensive, over both the short and long term. An employee departure puts you in damage control mode, scrambling to avoid negative efforts on the job site. Otherwise, you risk disappointed homeowners or frustrated general contractors, possibly tarnishing your reputation and costing you referrals.
On top of all that, you’ll be losing institutional memory — all those unwritten agreements and procedures that grow into place organically when a crew works together for a long time. Such a loss of knowledge can have ripple effects for months or even years.
And that’s just the cost of the departure. You’ll also have costs related to finding and hiring a replacement, including training, equipment provision, and onboarding.
The only way to avoid these costs is to minimize turnovers in the first place. And to do that, you need to get into the heads of your workers.
Understanding the Retention Challenge
Step one to retaining your carpenters is understanding why they might want to leave. The answer is different for everyone, but most employees leave to obtain a combination of higher pay and greater stability.
Small firms are at a disadvantage on both of these points. Larger companies can afford to pay workers more; plus, their higher volume of work and solid benefits provide a feeling of stability.
To compete, you’ll need to use your small-business superpower, which is untouchable by bigger firms: you know your carpenters on a personal level. Listen to them and learn what they value, and you can craft a strategy to keep them on board for the long run.
7 Strategies to Retain Skilled Carpentry Workers
1. Competitive compensation
The most obvious way to retain skilled carpentry workers is to offer higher pay. But compensation is more than just a paycheck. It includes creative perks like tool stipends, healthcare benefits, company vehicles, and more. Find out what your employees value, and you’ll be able to offer compensation that they prize just as much as the number of zeros on their paycheck.
2. Skill development
Carpenters are craftsmen, and the best ones enjoy learning new skills, which keep them intellectually engaged and invested. This education doesn’t have to be expensive. Many vendors are eager to provide hands-on training for their products, and the only cost is a day or two of field work. Plus, training your carpenters on best-practice installations can limit any warranty disputes down the line.
3. Career paths
Some workers aspire to be in a leadership role. This could be as simple as a new job title or responsibilities. Carpenters who enjoy teaching can help younger employees in skill development, while others may prefer administrative or client-facing roles. This can be especially appealing to older carpenters feeling the physical toll of a career in construction.
4. Schedule flexibility
Not everyone prioritizes pay over quality of life. A carpenter who loves to travel may want a month or two off in the slow season. This eases your payroll expense while giving them the flexibility to do what they love. And that’s something few larger competitors will offer. Other workers, like new parents or caretakers, may want different types of flexibility.
5. Safety culture
Safety culture means more than just meeting OSHA requirements. It’s about proving to your workers that their health and well-being is paramount. A simple way to show your concern is stocking PPE (like respirators) or providing jobsite table saws with SawStop technology. Your workers, especially family providers, know they must stay healthy to keep food on the table. When putting safety training and safety protocols in place, remember that the goal is letting your carpenters know that you value their health, too.
6. Recognition and respect
Some carpenters thrive on praise. Don’t be afraid to tell the world about your superstar employee, whether via public praise or financial recognition. Posting your jobs on social media? Don’t just feature the finished product: call out the people who made it possible. Remember that this is all about respect — never boost someone up the jobsite pecking order by denigrating other workers.
7. Team culture
Building bonds between your workers makes for tighter teams and higher profits. Keep the channels of communication open between different crews, and between workers and management. While “team building” can sound like corporate speak, something as simple as a company picnic or service project can transform your employees from coworkers to friends. And who doesn’t want to work with their friends? These non-work events can also give you the chance to talk about something other than work, which is how you discover what (besides money) motivates your carpenters.
Quick Retention Wins
Here are a few surefire ways to encourage employees to stick around.
Referral bonuses. If your carpenters bring in leads, give them a finder’s fee. If that lead turns into a job, that fee grows. This encourages your workers to sing the praises of the company, and to make sure they’re presenting a friendly face when they meet neighbors on the jobsite.
Employee check-ins. This can be as simple as asking how things are going. Make sure you’re talking somewhere private and aren’t rushed so the employee feels like they can be frank. Genuinely listen to your employees, and they’ll often tell you exactly what matters to them. Implementing some of their requests, even in a small way, establishes trust.
Simple recognition. Award a project MVP or give a special social media shout-out for great work. Post a picture of your carpenter standing by the finished product, and let them enjoy a moment in the spotlight.
Building Loyalty That Lasts
Retaining skilled carpenters isn’t easy. But as a small business owner, you have an ace up your sleeve: knowing your workers as people. Learn what motivates them and you’ll define your company’s culture, while showing respect for the people who make your jobs successful.
Bigger companies may have deeper pockets, but you can build true loyalty by listening to your workers and taking practical steps to meet their needs.