b'Tips for Recruiting & Retaining InstallersRetaining Installers: A Tough Challenge In late 2021, Building Talent Foundation (BTF)By: North American Insulation Manufacturersreleased the findings of research it conducted with the Association ( NAIMA) Oxford Center for Employee Engagement. The result-ing report, the Homebuilding Workforce Engagement According to the Home Builders Institutes springStudy, revealed why its so difficult to attract and 2022 Construction Labor Market Report, theretain trades workers, including insulation installers. residential construction industry will need to train and place 2.2 million new workers within the nextTradespeople broadly fall into three categories:three years to meet U.S. housing demands.To makepromoters, detractors, and passives. Promoters are matters worse, construction has had a longstandinghighly engaged team membersthose who would skilled labor shortage going back to the greatrecommend working in the trades, while detractors are recession in 2008.So how can insulation businessthe tradespeople least engaged and least motivated.owners improve their employee recruitment and Finally, passives take no active role in influencing retention? The insights in this guide may shed lightothers to work in the trades. The behaviors andon how to tackle one of the most pressing issuesattributes of each category of survey participants are within the construction industry: finding and keep- important because they can directly influence attrition ing workers.for insulation company workers.Develop a PlanThe study also revealed that 42 percent ofMany potential employees dont know anythingtradespeople (which includes insulation installers) are about trades positions like insulation installer, soengaged promoters, 28 percent are detractors and 30 you must develop a plan to meet them where theypercent are passives.Tradespeople with one to five are and explain the job. Job fairs, professional andyears of experience are most likely considering moving community organizations, houses of worship, andto another job. By the time they have been trained and nonprofit organizations make great partners in get- are adding value to their employers, more than 2 out of ting the word out that youre hiring.5 (43 percent) are thinking of moving on.Show Your Presence in the CommunityIncrease Mentorship Establish a presence in your local community so thatCreating a culture where employees feel part of apeople know your company and see its valueslarger mission or objective is critical, as is the need to displayed before you start your recruitment efforts.support their progress and development. Having a Sponsoring local schools, civic and charitable mentor who can help motivate, encourage, and support organizations, and sports teams is a great way toyour new hires ambitions and goals can be a welcome support worthwhile causes and get free publicity forstep toward developing the kind of goodwill thatyour company. This will engender goodwill withinencourages employees to stick around. the local community and help your company achieve name recognition.Communicate Advancement Opportunities Sure, an installers job may be a straightforwardHire in Pairsposition with limited advancement. However,One novel approach is to hire employees in pairs.insulation company owners have said the quality of Young people value working with people that theytheir workmanship has allowed the company to grow. already know. Having a buddy on the job makes forThat growth could make room for advancement,a motivated employee who can workparticularly if your company focuses on qualitywith someone else who may be new to the job justinstallations. You may eventually find that having a like them so that they can progress together.quality control point person, a HERS rater, or a team manager is exactly what your business needs to ensure Identify the Gapsconsistent quality work. If theres room for promotion, Identify gaps in the demographic profile of yourlet your employees know so they dont think they workers and look for ways to recruit women,have to look outside for advancement. LGBTQ populations, and people of color to your workforce. Casting a wider net may lead to greaterCreate a Team Culture success in your recruitment and retention efforts.Fostering a positive, team-centric atmosphere andculture in which team members are encouraged to learnfrom each other can inspire employees to stay(continued to page 22) 18'