Here are 10 of the often-used statements describing resistance to joining the HVAC/R industry from employees and employers.
Requiring employees to work in a 150º attic or rooftop in the middle of a summer day is a huge complaint that tops the list of reasons for leaving an HVAC job.
This blog is related to this article. Read more about this subject.
- Lack of job security
In 2023 and far beyond, this is no longer the case. Employees willing to work in an industry and establish a career are at an all-time low. See everything below!
- Low pay and limited benefits
The saying, “I didn’t care about the money, but I felt underpaid,” applies here along with the concept that if someone contributes to the company’s success, they will usually be rewarded. I must admit that this saying also held for me, given that I produced significant compensation packages but always felt like I got beat out of something. Part of this might be growing up, but we are talking about young people here and need to understand this behavior.
- Elevated levels of Stress in the workplace
Busy schedules produce Stress. Poor job performance produces Stress. Supervisors that observe poor performance cause stress (no kidding), a function of business management.
- Limited career growth opportunities
See number 8!
- Long working hours with little flexibility
What can be done except for grossly over-staffing? The mass layoffs in 2022-2023 demonstrate that this is a bad idea. What are your ideas? In the old days before 1990, we used to enjoy being overworked, called “a great sales force,” and job security.
The medical industry has experienced this same issue during the high times of Covid-19. The consequence of overworking staff is that many have left the medical industry. Appointments with specialists that used to take less than a month are now 3+ months out due to access constraints.
- Risks associated with working in hazardous environments
HVAC is risky due to unavoidable heights, chemical exposure, working outdoors, etc. I’ve been injured far too many times on the job. Because I’m not very observant, I did not make the connection to stop returning for more. If I knew how much damage I could do to myself, I would have taken better care of myself.
- Health problems caused by exposure to toxic materials and fumes
It is no secret that the HVAC industry requires many chemicals in the workplace. In the past, these chemicals and refrigerants have not been particularly harmful. This notion changed in 2021 and later with the continuous development of refrigerants thought to save the environment and climate. The refrigerants coming into action in 2023 are generically referred to as ‘natural refrigerants,’ which translates to reduced effects on the climate. These new refrigerants are replacing the refrigerants currently in play that themselves were the replacements for chlorofluorocarbon (CFC) of years gone past. Maybe less health exposure, except that these are (mildly) flammable refrigerants that can open new issues yet to be seen; not the least is a lack of training to handle them safely.
The HVAC/R industry has been plagued with training programs that aim to make scientists and not safe employees. New employees will choose to stall on the regular training programs defeating their intended-misguided purpose. I’m not sure of the benefit of training a 20-something on the chemical components of a refrigerant and making them memorize the inane details, not having to do with using it.
- Unpleasant work environment or lack of respect from colleagues or superiors.
The HVAC industry has been known for these behaviors, especially for upstart employees. On the other hand, I’ve sat in company meetings where ‘newer’ employees walk into a safety meeting, clearly having just woken up a few minutes after sleeping in their car. In some cases, their breath and appearance bore further proof of why they arrived with that sleepy disconnected look about them. Note-see number 10 of this list.
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Difficulties (impossibilities) finding qualified replacements for vacant positions
Difficulty in recruitment goes without saying that finding new replacement employees with experience minimally holding a screwdriver right side out or being formally trained and competent for critically charging a mini-split heat pump system is daunting.
One solution we have heard of is ten-day starter schools for new zero-experience employees. After school completion, the new employee is granted an interview with the company for continued employment. This should help to increase engagement. This process is an excellent opportunity to evaluate and retain prospective employees. HR will have a lot to say about this, and yes, the students need to be paid while training.
A comprehensive screening process and curriculum are needed for school candidates.
- Eat together.
- Coffee together
- Interact with other permanent employees together. Make everyone included! No clicks allowed.
The benefits here are the following:
- Basic skills are learned.
- Paths for advancement are clear through ethics and additional training.
- Disinterested or incompetent completers are dismissed early in the process.
- New employees are connected with their peers and management from day one in a non-threatening environment.
- Unfavorable public perception of the profession or industry
Due to any reason that can be thought of, including job pricing, in some cases price gouging, late appointments, bad attitudes brought on due to being human, cleanliness, and whatever else can be thought of can be posted on the too-many review sites that influence public perception. The usual advice of paying attention to bad reviews applies, but what if the bad reviews are from spouses, ex-employees, and other bad players?
It has been said that we need to pay attention to our own house and not worry so much about the city. Run your company well, and the rest should take care of itself.
Employers can take some steps, but are they never enough or possible? Let us know in the comments, and we’ll update this discussion as needed.
– How Employers Can Combat Low Job Security
Employers in the HVAC industry can combat low job security by providing job stability, higher wages, career and training opportunities, incentives for exceptional performance, flexible working hours, and more. Additionally, employers should strive to create a positive work environment free from harassment or discrimination, ensuring employees feel appreciated and safe. Employers should also consider investing in mentorship programs to guide employees through their careers and creating loyalty bonuses for long-term employment. We’ve heard a few employers offering flying (pilot training) lessons for superstar performance.
Employers have been forced to compromise their hiring standards to staff at appropriate levels. I’ve observed companies hiring students straight out of school or off the street that may not work out due to personal habits that become apparent soon after hiring them. Once the resistance to training appears or the habit of walking through the door 5 minutes late instead of 15 minutes early with a sleepy unkempt look, the trouble begins. When other employees notice that the person no longer works for the company, it could be translated to “low job security.”
Like it or not, the diminishing employee pool limits company growth plans. Accommodations must be made to produce volume at the currently attainable qualified staffing levels.
– Strategies to Increase Pay and Benefits for Employees
Employers can raise wages in the face of doing business that is ever-present by utilizing strategies such as providing incentives for exceptional performance, implementing merit-based pay, or offering bonuses for long-term employment. Additionally, employers should strive to increase efficiency and productivity by using technology to reduce labor costs while maintaining a high quality of service. Employers can also look into increasing their prices while ensuring they are still competitive within the marketplace so that there is enough profit margin to cover increased wages and employee benefits. It’s also essential to ensure that employees have access to training and development opportunities to continue building their skill sets and stay abreast with modern technologies, which helps them stay competitive in the job market. Finally, employers should often consider creating employee recognition programs, which encourage healthy competition among staff members, leading to improved morale and higher wages earned by those who excel in their positions. Pilot training, boat training, motorcycle class, skydiving, and other confidence-building incentives last a lifetime, not after only a few paychecks.
– Tips on Reducing Stress and achieving sustainable hiring in the workplace
Employers can help lower stress in a stressful occupation by implementing the following strategies:
1. Assess workloads – Employers should assess their employee’s workloads and determine if it is too much for them to handle or if the tasks are too complex for their job level. If so, employers should adjust their employees’ workloads or provide additional resources or training to help them manage the tasks. Too often, we hear about the disastrous outcome of jobs when untrained employees are forced to work complex jobs. I can share stories of my career with the dumb stuff I pulled because I did not know (really).
2. Promote healthy habits – Employers should promote healthy habits among their employees, encouraging them to take regular daily breaks, exercise regularly, and eat nutritious meals. Hydration is important.Employers should not be in the position of babysitting employees’ eating habits. Still, the trade persons’ favorite lunch or breakfast of coffee and cheap inconvenience store cupcakes present challenges related to stamina and mental awareness. Perhaps a daily meal allowance? A fun perk is to pick up lunch when the employee reports to work with the caveat that the supply runs out 10 minutes before starting time.
3. Encourage team building activities – Employers should strive to create a sense of community and team spirit among their employees by organizing activities or trips outside of work. This will help strengthen the connection between coworkers and reduce Stress in the workplace.
Summary
- Maximizing Career Growth Opportunities While Balancing Personal Responsibilities.
- Making Working Hours Flexible and Sustainable when possible. Managers, dispatchers, and warehouse workers are examples of those that can benefit from flex hours.
- Minimizing Risks Associated with Hazardous Environments
- Prioritizing Employee Health During Exposure to Toxic Materials and Fumes
- Creating a Pleasant, Respectful Work Environment
- Finding Qualified Replacements for Vacant Positions that minimize turnover.
- Improving Public Perception of Industries by modeling best behavior and practices.
