Ben Fisk wanted to make a difference when he founded Fisk Lawnscapes, based in Colorado Springs, Colorado.
“I’ve always enjoyed transforming outdoor spaces into beautiful, functional environments, but for me, it was about more than just aesthetics,” Fisk says. “It was about creating spaces that bring joy and fulfillment to the people who live in them.”
Fisk says success for them means their clients love coming home, their team loves coming to work, and the company leaves a lasting positive impact on the community and the landscape industry.
Since founding the company in 2002, the company has steadily grown to 47 employees during peak season and is on track to hit close to $7 million in annual revenue this year. Fisk says he has big aspirations for the business, and they are expanding intentionally and sustainably.
“As we grow, we want to maintain a strong culture, deliver ongoing excellence, and continue developing leaders,” Fisk says. “We never want to burn out staff or take advantage of people just to hit a specific revenue number. Our target growth goal is 20% each year.”
Raising the Bar
One thing Fisk noticed was a gap in the market where many competitors were focused on quick fixes rather than considering the long-term needs of a property.
“I knew I could offer something different,” he says. “I wanted Fisk Lawnscapes to not only provide top-quality craftsmanship but also offer a more personalized and long-lasting approach.”
Fisk says his goal is to raise the bar in the landscaping industry in Colorado Springs by offering a service that truly listens to clients and prioritizes their vision.
Fisk Lawnscapes primarily serves upscale residential clients and commercial clients who value high-quality design, craftsmanship and professionalism. Seventy-five percent of their design/build customers are residential, and the remaining 25% are commercial.
The company also offers commercial maintenance and snow removal. Fisk says they previously offered residential maintenance but shifted their focus.
Fisk says their selective bidding, detailed routing, strong pre-storm planning and training, and ongoing investment in the right equipment ensure their snow removal is a profitable service for them.
Keys to Success
Fisk credits the company’s success to their commitment to their core values and leadership development, high-quality craftsmanship and customer experience, and strategically investing in people, equipment and systems.
“Our leadership team has played a key role in our growth and success, and I couldn’t have done it without them,” Fisk says. “Hiring great people is the foundation of a great organization, and I’m blessed to have an amazing team.”
He also recognizes his wife for being by his side through the years, serving as a listening ear, a loving partner, a caregiver to their children, and even a caterer for many team and client events.
Fisk says being part of NALP has connected them with peers, ideas, and tools that help them stay sharp and elevate their professionalism. He says ELEVATE and NCLC have been particularly valuable for the company.
Fisk says his priority has always been building meaningful relationships with clients and delivering solutions tailored to their specific needs.
“Our most popular service is high-end residential landscape design and build, especially projects that include hardscapes, softscapes, outdoor living spaces, and custom features,” Fisk says.
The company also implemented project minimums to align with the scope, quality and expectations of their target market. In the past, it was $5,000, then $7,500. They most recently increased the project minimum to $15,000 in 2020.
One example of the company’s strategic investments is when they started adding Snowrators for their commercial snow removal a few years ago, and now they have an entire fleet of them. Fisk says they provide huge labor savings for them.
“We also have recently entered the world of liquid brine, which has been a huge win from pretreat to keeping sidewalks completely ice-free,” Fisk says.
If he had to start over from scratch, one thing Fisk says he’d prioritize is building systems and processes, particularly around job costing, training and hiring.
Recruiting and Retention
Fisk says they’ve faced challenges like supply chain delays, labor shortages and the challenge of maintaining their culture and quality as they expand.
“The biggest challenge certainly has been labor, and we’re continuing to take intentional steps in growing our team to facilitate growth,” Fisk says.
Currently, the company uses a mix of internal referrals, community outreach, job boards, and seasonal hiring campaigns to recruit new hires. Fisk says they also attract like-minded individuals through their culture and reputation.
“We are intentional about culture at every stage of growth,” Fisk says. “We focus on hiring for values, making sure new team members are aligned with our strategic organizational culture.”
Once hired, Fisk Lawnscapes retains their team members through professional development, recognition, year-round employment opportunities, and cultivating a strong team culture that people want to be part of.
“We built internal professional development tracks so employees could see a future with us and develop into the next generation of leaders,” Fisk says. “And we are committed to consistency through regular team events, training, and communication rhythms that keep everyone connected to our mission. These strategic culture tactics ensure that as we scale, our culture scales with us.”
The company offers benefits including an end-of-the-year bonus, PTO and a paid gym membership.
“We wanted to promote health, morale, and a sense of well-being beyond the job site — offering a gym membership is one small way we invest in our team’s holistic health,” Fisk says.
The company also offers 4-day workweeks during the off-season, which typically runs from November to February, depending on snow work and their project backlog.
“It’s been an unbelievable journey, and I’m excited to keep growing and serving our community with the same passion that started it all,” Fisk says.
