“If you invest in your people, provide them with career development opportunities, they’re far more likely to stick around and grow with your company.”

Resources Mentioned in This Episode:

• The Snow & Ice Workplace Report
• Wolf Works Consulting: Steve Wolf’s market research and consulting firm.

Topics Discussed:

[00:00] Introduction
Rob introduces Steve Wolf from Wolf Works Consulting and provides an overview of his expertise in market research and consulting, particularly for the snow and ice industry.

[02:30] Key Workforce Challenges in the Green Industry
Rob and Steve discuss the primary growth constraint in the landscape industry: hiring and retention, and how this is impacting business growth.

[07:00] Insights from the Snow and Ice Industry Report
Steve shares key takeaways from the snow and ice workplace report, focusing on staffing challenges and retention strategies.

[12:00] The Impact of Low-Cost Competitors on Pay and Hiring
Rob and Steve discuss the pressure to compete with low-cost competitors and how it affects wages, recruitment, and employee quality.

[18:15] Recruitment Strategies That Work
Steve highlights the importance of using employee referrals, social media, job boards, and career pages as effective recruitment tools.

[25:30] Career Pathways and Employee Development
Steve explains how offering career development and clear advancement paths can improve retention and employee satisfaction.

[32:10] The Role of Company Culture in Retention
Steve shares the importance of fostering a positive company culture and how leadership can influence the workplace environment.

[40:00] Salary Benchmarks in the Snow and Ice Industry
Steve walks through salary data for various roles in the industry, including management and field staff, to help listeners gauge their compensation strategies.

[50:00] Benefits and Retention: What Firms Are Offering
Rob and Steve discuss the types of benefits offered by snow and ice firms, including health insurance, retirement plans, and additional perks.

[57:00] The Importance of Differentiation in Recruitment and Retention
Rob emphasizes how offering even small benefits and career development opportunities can make a firm stand out as an employer of choice.

Actionable Key Takeaways:

• Invest in Competitive Salaries: Offering 20% above market rate can help you attract top talent that performs the work of multiple employees, improving overall efficiency.
• Create Clear Career Pathways: Developing career advancement plans for employees—even simple two- to three-step pathways—can dramatically improve retention and employee satisfaction.
• Leverage Referrals for Recruitment: Encourage employee referrals by offering bonuses, creating a cost-effective way to find quality workers.
• Utilize a Career Page: If you don’t have a dedicated careers page on your website, this is a simple yet impactful way to consistently attract potential candidates.
• Enhance Your Benefits Package: Offering basic health benefits, retirement plans, and professional development opportunities can set you apart from the competition.