If you want new hires to stay with your organization long-term, you must open their eyes to the fact that the landscape industry doesn’t just create jobs but meaningful career paths.
Unless an individual already has a background in the industry, many may assume there is no future beyond their current field role.
Outline Career Paths From Day One
Even before you hire a candidate, the interview process is a prime time to highlight your employee development paths and find out an applicant’s overall career goals. This can help with alignment early on and communicate that your organization offers team members a supported future of growth.
Once an employee is hired, outline your company’s different paths to advancement during the onboarding process. You can drive this point home by introducing them to current leaders in your organization who have worked their way up into their current position.
“People can see a path from crew member to crew leader to foreman to branch manager, and we have numerous examples of team members who’ve made that journey with us,” says Marion Delano, director of technology & marketing for Level Green Landscaping, based in Upper Marlboro, Maryland.
What Should Be Included in a Career Path
Many companies can say they have a career ladder for employees, but what matters is taking a vague concept and outlining it clearly, so staff know exactly what steps they need to take to progress to the next level.
First, outline what each role in the company looks like so a team member can determine if this is a position they’d be interested in pursuing. Cover their main responsibilities, who they would report to, what success looks like and who they would be leading or supporting.
Also, break down what skills are required so they can clearly identify their own strengths and weaknesses. If specific training is required before an employee can be considered for a role, list these out as well as how they can complete them.
The main questions employees typically have with career ladders are how long this will take and how this will affect their compensation. Being transparent about pay bands and what certifications justify a raise can incentivize employees to pursue additional training.
Provide rough timelines so promotions don’t feel like a nebulous ‘someday,’ but be clear with employees that advancement depends on readiness, not just tenure.
When creating your career ladder, everything doesn’t have to be restricted to a linear path. Younger generations in particular have shown more interest in a career web where they can gain a variety of different skills and make a meaningful impact.
Ryan Lawn & Tree, based in Merriam, Kansas, recognizes that not everyone wants to become a manager, so they have created a senior specialist level where the employee chooses between three different tracks. For instance, if they work in the turf category, they can choose to go the research and agronomy route, the management route or the trainer route.
“We’re trying to develop them, but we want them to be able to go out and figure out how to develop themselves,” says Matt Evans, director of arboriculture training for Ryan Lawn & Tree. “At the senior level, we’re really pushing people to choose where they want to go in the future.”
Make Check-Ins Routine
After onboarding, don’t just leave employees to their own devices and assume they feel competent in taking the next steps you’ve laid out for them. Revisit this topic during 30-60-90 day check-ins and train managers on how to discuss growth opportunities consistently in a low-pressure way.
In some cases, an employee may be content in their current role, but others may wish for more but be uncertain if they are ready to pursue the role above them. This is where managers can provide the necessary support and guidance to direct the team member to the right path for them.
If a team member is actively pursuing a higher role, a manager can provide relevant stretch assignments and advice. They can also help the employee determine if they are seeking a role that is a good fit for their skills.
Celebrate Milestones
A five-year career path can feel abstract and daunting to new hires. This is why it is critical to celebrate the various achievements and milestones along the way. Recognizing progress throughout the process will help them continue in their momentum.
It’s also a good idea to conduct shoutouts during team meetings or have career progress boards in a common room area. This serves the dual purpose of encouraging the employees seeking career growth and inspiring others to follow suit as well.
For instance, Landscaping Ninjas, based in College Station, Texas, uses a belt ranking system similar to martial arts, where employees are recognized for completing specific training modules and exhibiting the company’s core values with different color belts and patches.
The belts are displayed on a wall in the main shop with the employees’ pictures grouped by crews. Each time an employee ranks up, they recognize them during their Tuesday morning meeting.
“What I’ve noticed through all this is that it needs to be a visual for everybody because human nature is if you do good, you want people to know you’ve done good,” says Daniel Thompson, owner of Landscaping Ninjas.
