Your best technician has been with you for twelve years. Have you ever thought about what happens if he leaves?
You wonder how your HVAC business is going to stay afloat. You start asking around for ideas on how to attract new talent.
You reach out to Jim, who owns a machining business in Maine. He tells you he started an apprenticeship program years ago with two recent high school grads with support from the state. The program has gone so well that he is able to cycle in new employees in perfect timing with his long-time employees who go part-time or retire.
You get off the phone, more excited than you’ve been in quite a while.
But then you start thinking, “Who’s going to mentor and train one apprentice, let alone a whole group?”
“It certainly can’t be me,” you shake your head. “I’ve already got my hands full and I want to continue to deliver the same level of service I’ve done all these years.”
Can you even trust your 2nd in line to mentor the young employees? It’s a question more owners are asking.
You contact another friend who owns a flooring business for advice. You’re pleasantly surprised when he writes you back within the hour. He was facing the same problem just last year, when he brought in an expert to document his business processes and help him make a few new hires.
“It was absolutely worth the investment,” he writes. He had to swallow his pride and it was tough at first, but it was one of the best business decisions he’s made.
He offers to make an introduction. “Take the day to think it through,” he says. Sound familiar?
You turn off your monitor and go out for a bite to eat.
On your way back, you know what you need to do. Just as you enter the front door to your office, your phone buzzes.
It’s a text from your main technician. He’s got another offer, and he wants to talk.
You never get to make that call.