“New employees often share how they aspire to one day join the ranks of this honored group,” Gil says.
ADVICE FOR OTHERS While some may argue that the days of devoted employees are gone, the truth is younger generations can be just as faithful if you have built out a desirable workplace that recognizes and rewards hard work. “Younger generations often value purpose in their work, oppor-
tunities for growth, and a sense of belonging,” Gil says. “If they see that their hard work leads to tangible results, personal develop- ment, and a supportive team environment, they’re more likely to commit long-term.” If you want more long-term employees, Klotz and Lake encour-
age starting with your culture first. “First figure out who you are, and write it down and then live it, and expect everybody else to live it, and put that first,” Lake says. “I don’t care what capacity, capabilities, technical skills, whatever kind of rockstar you are if you don’t fit these, you don’t fit here.” Gil agrees you should seek out those with a passion and a cultural fit. “During the onboarding process, set the tone by introducing
new hires to the quality of work expected and pairing them with long-tenured employees who can mentor and guide them,” Gil says. “Invest in career development by offering training, certifi- cations, and clear pathways for advancement. Regularly review pay scales to remain competitive and provide employees with tangible opportunities to earn more as they grow their skills. Finally, foster a team-oriented culture that values communication, collaboration, and mutual support, ensuring employees feel con- nected to the company’s mission and to one another.” Sikes says you need to create an atmosphere that sells itself. “You want people that take pride in the work they produce,”
Sikes says. “Give your people the right tools to thrive. Our industry is a small fraternity of people; word gets around on how you treat your staff and the quality of work you provide; reputation is huge.” Joyce recommends companies invest in profit sharing so their
team has a stake in the matter. “I truly believe, if you’re a destination company, you’ll get young
employees to come to your company and you’ll be able to retain them,” Joyce says. TE
EVERY TREE.
WE’RE FOR
118 YEARS — AND GROWING.
Magnolia stellata. Magnolia x soulangeana. Better known as Star Magnolia and Saucer Magnolia, these are two of the thousands of species we specialize in. For 118 years, our family-owned company has brought a rare mix of
groundbreaking science, award-winning safety practices, and global resources to every tree and shrub care task at hand. And at the heart of our success are our people —
experts who know and champion every tree, no matter the species. Discover how our passion is inspiring one beautiful property after another.
KEYTAKEAWAYS
Retaining employees long-term offers opera- tional consistency, deep institutional knowledge, and stronger client rela- tionships.
Seek candidates with a passion for the industry, cultural fit, and alignment with long-term goals.
Structured onboarding programs and clear career pathways set
the tone for retention. Providing professional development, training, and opportunities for ad- vancement strengthens employee commitment and satisfaction.
Recognizing employee milestones, transparent leadership and prof- it-sharing initiatives also contribute significantly to retention.
National Association of Landscape Professionals 25
Call 877-227-8538 or visit
bartlett.com PRUNING | FERTILIZATION | CABLING & BRACING
INSECT & DISEASE MANAGEMENT | TREE INSPECTIONS
STORM DAMAGE | LIGHTNING PROTECTION | REMOVALS The F.A. Bartlett Tree Expert Company
EXPERT TREE CARE FOR
EXPERT TREE CARE FOR YEARS — AND GROWING.
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