The latest acquisition supports Landscape Management Network’s continued growth in delivering comprehensive software solutions and training to the landscape industry.
Retention rate is an important metric for any business. While it is most often used to measure the number of customers a business retains year over year (or month over month, depending on how you keep track), retention rate as it relates to employees is often just as important. In the landscaping industry, where employers often struggle to keep good employees, knowing how to improve your employee retention rate can help you save money and grow your business.
In the best selling business book “Good To Great,” author Jim Collins makes a bold statement. While analyzing some of the world’s most successful companies, Collins realized that the difference between a good company and a great company was not a unique product, technology, vision, or charismatic leader; it was all about the people. As Collins says, “great vision without great people is irrelevant.”
What’s wrong with getting your hands dirty in the scorching heat or numbing cold, with no guarantee of year-round employment? Say what you like about “kids today,” but the type of work we offer in the landscaping industry is contributing to high turnover rates. If the job itself is unforgiving, it’s up to us as business owners and managers to step in to keep our crews happy. This checklist is a great place to start.
High turnovers rates in your business can lead to wasted time and wasted money. While that's true when it comes to finding and hiring new employees, it's also true when it comes to onboarding new employees and getting them to a point when they can contribute as crew members in your business. Formal training programs like Greenius can help get new hires up to speed faster.
We've said it before, and we'll say it again (and again, and again); finding and keeping the right employees is critical to the success of your landscape business. Once you've got the right employees, amazing things can happen! Finding those employees can be hard, but a training program can help turn amazing potential into amazing performance.
It's no secret that finding good employees is no easy task. In 2013 Forbes.com reported that skilled trades had been the hardest industry to fill employment gaps for the previous three years. Almost 10 years later, it seems the trend is only getting worse. In 2018 the Associated General Contractors of America found that 70% of contractors had a difficult time finding qualified workers. While there are many factors influencing this worrying trend, there are some things you can do to make finding and keeping good employees a little easier. We’ll lay out some of the creative ways you can find good employees, and how to keep them once you’ve got them.
We often talk about the ways that landscape crew training can help reduce crew turnover and create more engaged employees, but there's more to our training than that. Investing in training can also improve the performance of your employees and, as was the case with Zeppa's Landscaping, ensure that your crew is properly trained to perform specific jobs.
Great businesses are built on great communication. When it comes to your business, communicating with your landscape crew is no different. Whether you’re using open and transparent communication to help build your team or simply trying to use clear communication to share expectations and goals for a project, great communication is the best way for everyone to get on the same page.
When it comes to training new and existing landscaping employees, there are two schools of thought: on-the-job (sometimes called OJT) and formal training. Both have their advantages and disadvantages, but only you can know which style of training is best for your business. We break down some of the most important differences between OJT and formal training below.