HVACR Industry: Tried and Tested Methods to Retain Employees

By Mr. Yasir Ali Kolachi and Mr. Wajahatullah from Practical Engineering

Practical Engineering Private Limited stand strong today as a leading manufacturing and trading entity of a wide range of products serving the building services industry. Our firm deals with the world’s most renowned and innovative manufacturers and specialize in the MEP fields relate to the construction industry, with the solid commitment and the unwavering dedication of our teams, we strive to remain the preferred partner in the providing products for the building services industry in the market.

We see it at every conference and in every peer support room: The toughest obstacle in the HVAC industry is finding good people to hire. But once you’ve hired the right people, how do you keep them on your team? If you are looking for a one-step easy solution used by the pros to keep their employee retention high, you’re headed for disappointment. The path to high employee retention is a positive culture, which is not a quick, easy solution. A positive culture is the result of a well-planned, multi-faceted team design. Let’s look at some successful employee retention methods used by industry-leading professionals. 

Career Paths

Create and install a clear career path for each division of the company. Provide a document outlining the ranking structure, pay rates, benefits, promotion requirements, necessary tools, required qualifications, and mandatory skills for advancement. As employees come to ask for a raise throughout the year, guide them back to the career path. Do they have the necessary qualifications, tools, skills, and experience? Employees need to act the role they want and earn the raise. With a clearly defined career path in place, employees can see what their future looks like and how to achieve their next promotion.  

Training Programs

Develop a training program for each division of the team. Your program should include a healthy mix of technical, communication, and personal development. Train your service team three times a week, sales twice a week, and installers at least once a week. Prepare for a successful session (and avoid wasting employees’ time) by carefully planning the subject you will cover. Successful leaders retain employees through thoughtful planning and well-developed training programs. 

Healthy Competitions

Creative competition amongst peers within departments adds a fun, more solid company culture. For example, challenge the install team to compete for the best install picture. This encourages installers to perform at their best consistently, take more pride in their work, build good habits, and push each other. This type of healthy competition provides you with pictures to use for marketing and training, helps you build a stronger culture, and gives you a team working at a higher level.  

Work/Life Balance

In climates that truly do not NEED 24-hour service for the clients to survive, consider eliminating on-call service. The team already works hard, and work-life balance is important. Some companies use on-call service as a revenue generator, although if you look at the lower morale, decreased family support, and performance loss the following workday, you will find that the on-call service might not be as lucrative as you thought. Younger generations prefer a four- or five-day work week and will go the extra mile for companies that give them days off to spend with family. Make sure your Google business listing shows you can provide service 24/7 but specify your office hours.