This Industry Has A Retention Problem

Every time there's a conversation about the skilled trades, the same concern comes up:

"Nobody wants to work anymore".

But after spending the last few years in the trades, and now working closely with contractors and industry leaders across North America, I'm not convinced that's true.

I think people want to work.

I think they want meaningful careers, opportunities to grow, and workplaces where they feel respected.

The bigger question is: why aren't they staying?

We talk constantly about attracting the next generation into the trades. We invest in awareness campaigns, career fairs, social media content, and school outreach. Those efforts matter. Young people can't pursue opportunities they don't know exist.

But recruitment is only half the equation.

What happens after someone signs up for an apprenticeship?

What happens after their first day on site?

What happens after six months, a year, or three years?

That's where the real challenge begins.

I've met apprentices who were excited to start their careers. They wanted to learn. They wanted to contribute. They were proud to be there.

Then they encountered workplaces where questions were treated as weaknesses. Where mentorship was inconsistent. Where growth depended more on luck than support.

Some stayed. Many didn't.

When we lose people from the trades, we often focus on the numbers. Another apprentice gone. Another position to fill.

What we don't always talk about is what that loss represents.

It's lost knowledge.

Lost potential.

Lost future leaders.

And often, it's someone who genuinely wanted to build a career in our industry.

The companies that seem to be thriving right now aren't necessarily the ones spending the most money on recruitment. They're the ones creating environments people want to remain part of.

They invest in mentorship.

They make training a priority.

They explain the "why" behind the work.

They create cultures where experienced workers are encouraged to teach and apprentices are encouraged to learn.

Most importantly, they understand that retention isn't a human resources problem.

It's a leadership responsibility.

The skilled trades need more people. Nobody is debating that.

But if we focus exclusively on getting people through the door while ignoring what happens after they arrive, we'll keep having the same conversation ten years from now.

The future of our industry won't be determined by how many people we recruit.

It will be determined by how many we develop, and how many decide it's worth staying.

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