Building a Strong Workforce in the Lawn and Landscape Industry: Recruiting, Onboarding, and Training Field Labor

Recruiting and training rockstar in-the-field crew members is undoubtedly one of the most critical challenges for any lawn and landscape business owner. Having a team of skilled, reliable, and motivated field employees is one of the consistent differences between stagnation and growing your company beyond the coveted $3M annual revenue mark. 

First thing’s first—it’s important to actually recognize and praise your field crews. It starts with actually appreciating and valuing them. They are the operational backbone of your business, deployed daily to deliver your services. They are the face of your business, out there interacting directly with customers, day-in-and-day-out. One core difference between landscaping businesses that scale to $3M and those that don’t, is the respect for laborers. Those that win get to know them as people and take care of them dearly. When a laborer quits, successful owners don’t jump to immediately saying, “see, no one wants to work anymore…can’t even show up for work these people.” Ok, well…many actually do say things like that, but they quickly catch themselves and look inward. They look to better their companies to avoid that in the future. Alright, enough with this rant. Let’s get moving.

3 Steps to an Effective Recruitment Strategy

1. Create a unique job description: Before posting a job opening, make sure the description is appealing and accurately outlines the role, responsibilities, and benefits. BUT, and this is a big but…do not focus only on how the manual labor will damn-near kill a man and that they need to lift 5000 pounds and love it. Think about what you would want in a job. This is your chance to showcase why your company is a great place to work. Not really a great place to work? You gotta’ start there, from the bottom up. Competition is way to fierce now and if your guys are working 80 hours a week for bare pay, you’re not going to make it. Not anymore.

2. Harness the power of the internet and social media: Use platforms like Indeed, LinkedIn, Facebook, and Instagram to reach potential workers. These platforms can provide extensive reach, and their advertising tools can target specific demographics. Post mulitple stories to Instagram daily, post once to LinkedIn for any managerial roles you need to fill, and keep openings posted—and boosted—on Indeed constantly.

3. Employee referral programs: Current employees are an excellent source for new hires—in fact, studies show the best source in many cases. Implement a referral program that rewards employees for bringing in candidates that get hired. Not ready for something that formal and hi-tech? Simply talk to your crews and let them know what’s in it for them.

The Importance of Onboarding 

Your onboarding process sets the stage for all new employees. It's your opportunity to make a great first impression, help new hires understand the company's culture and values, and make them feel welcomed and supported.

1. Preparation before the first day: Before the new hire's first day, make sure their workspace is ready. If they will be working in the field, ensure that their uniform is available and in good condition; locker is assigned, etc.

2. Orientation: Hold an orientation session for new hires where you introduce them to the company, its mission, values, and culture. Ensure they understand the company’s goals and their role in achieving those goals, processes, org structure, etc. This may feel silly if your company has just 4 employees, but it is not. It simply means you have a huge advantage—your ability to make the new team member’s experience a personal one.

3. Introduction to the team: Facilitate introductions with the rest of the team. This can be done in a team meeting or informally. This helps new hires feel part of the team and gives existing employees a chance to understand the new hire's role.

4. Mentorship: Assign a mentor or "buddy" to each new employee. This person can provide guidance, answer questions, and help the new employee get accustomed to their job and the company's culture.

Training for Success

Effective training programs are crucial for equipping your employees with the skills and knowledge they need to succeed. This can be even more critical in the lawn and landscape industry, where employees often work with specialized tools and equipment.

1. Job-specific training: New hires should receive in-depth training specific to their roles. This includes practical, hands-on training on how to perform their job tasks safely and efficiently.

2. Safety training: Safety is a top concern in the lawn and landscape industry. Ensure your employees are trained on safety procedures and the proper use of equipment.

3. Professional development: Encourage and provide opportunities for continued learning and development. This can include additional training in advanced techniques or skills, leadership development programs, or supporting further education related to the job.

4. Regular feedback and evaluations: Provide regular feedback on employee performance. This allows them to understand where they are excelling and where they need to improve. Also, regularly evaluate your training programs to ensure they are effective and update them as necessary.

5. Training for the use of technology: The lawn and landscape industry is increasingly adopting technology, such as landscape design software or project management tools. Ensure your employees are proficient in using these tools to improve efficiency and productivity.

Recruiting and training are more than just filling positions and teaching job skills—they're about creating a team that represents your business and helps it grow. And remember, you're not alone in this journey. Your company's success is tied to the people you employ and the skills they bring. Invest in them, and watch as your business starts to reap the rewards on the road to $3M and beyond.