You look out the window. Outside, workers are pouring concrete in the August heat.
You don’t mean to stare, but you can’t help it. Most of the crew looks to be in their 60s, and you start to wonder how much longer they can keep this up.
There’s only one young worker in the group. Then, you start to think about what happens when the older workers all retire. What are we left with? Where will we find young talent who can replace the skilled labor, many of whom have served their whole life in the trades?
You haven’t been on a job site in over 20 years. You earned that. Retirement is a few years out, and the plan is to sell. But right now, your phone is ringing.
“Jim, uh, we have a problem. You need to get down here immediately. Bring your gear.”
Click.
Your foreman’s back went out. It’s been bugging him for months, and you hoped the pain would vanish. Then, your most trusted worker gives his notice. He offers three months, because that’s the kind of guy he is. He’s ready to spend more time with his grandkids.
And then comes a knock. “Hey, boss, I’ve decided to go back to school. I gotta go down to part time for a bit. I hope that’s ok. Once I get my degree, I hope to join back with the team full-time.”
Triple whammy.
You call up your son to see if he can fill in, but you forgot he’s heading out on vacation and won’t be back for a month.
You’re too shorthanded to get the job done, and the client is waiting. One more problem and you lose the client.
Jim’s situation isn’t unique. Across the trades, owners are facing the same squeeze.
So, what can actually be done about this?