6 Ways Pool and Spa Pros Can Beat the Labor Shortage

Provide a clear incentive and pathway for workers to advance. When employees see the possibility for more income and opportunity, they’re more likely to stay long term. “We like to make them part of the process in terms of doing training and providing incentives to move into sales, which can help them out financially” Spears said. “It’s better to come at more as this is a place to learn and grow.”

Emphasize the “non-corporate” family atmosphere. Spears says he makes an effort to make new employees feel like part of the extended family of his third-generation-owned business. That means taking an interest in employees beyond the workplace. “We want you to enjoy yourself and talk to us about what your interests and needs are,” he said. “But at the same time encourage integrity and becoming part of a family team.”

Invest in employees. In short, Spears said that means providing ample training opportunities. Spears relies on vendors for much of his training and covers costs of travel and logistics. He also makes sure employees know that he’s available for training. “I’ll do whatever I can in a normal workday to train,” he said. “But if you’re willing to stay a few hours after work, I’m available. I tell them, ‘Sure it’s an investment in the company, but it’s also an investment in yourself.’”

Encourage employees to invest in themselves. There’s a plethora of online training available post-COVID. And some manufacturers have entire suites of online training modules. Spears urges his employees to take advantage of those resources. “You’ve got to walk a fine line between micromanaging and being overbearing versus encouraging people to give it their all,” he said.

Get employees to use the products. To be the best salespeople—and throw in a bit of fun—Spears encourages workers to try out hot tubs after work hours. He even joins them in the water and turns it into a training opportunity. “It’s a little off the wall, but I just say, ‘We’re going to talk about sales, but as we do so, we’re also going to be using the hot tub,” he said. “You want them to feel the benefits first-hand while you’re talking about it.”

Use existing employees to recruit new ones. This strategy works best when employees enjoy their jobs enough that they’ll tell family and friends about it. But employers can also prime the pump by choosing employees who best model their ideal. “If you start by asking employees you really admire or have a lot of integrity, you kind of already know anyone they’re going to refer to you is going to have that same level of professionalism and work ethic,” he said.