How to Build a Skilled Workforce: Strategies to Attract and Retain Top OPE Talent

Attracting qualified technicians in the Outdoor Power Equipment (OPE) industry is only part of the challenge. Building a sustainable, skilled workforce requires more than just posting job ads—it’s about creating an environment where top talent wants to work and stay.

If you’re struggling to hire and retain skilled technicians, it may be time to rethink your approach. From onboarding to upskilling, here are proven strategies to help you build a workforce that drives your business forward.

1. Refine Your Onboarding Process

The hiring process doesn’t end when a candidate accepts your offer. A strong onboarding process is critical to ensuring new hires feel welcomed, supported, and set up for success.

Why It Matters:

• A poor onboarding experience can lead to early turnover, costing you time and money.
• Employees who feel supported from day one are more likely to stay long-term.

What You Can Do:

• Create a Structured Plan: Outline clear milestones for the first 30, 60, and 90 days. Include training, introductions to the team, and regular check-ins.
• Pair New Hires with Mentors: Assign experienced technicians to guide new hires and answer questions.
• Communicate Expectations Clearly: Make sure new employees understand their role, responsibilities, and how their work contributes to the company’s success.

Example: A Florida-based dealership implemented a mentorship program during onboarding, which improved new hire retention by 25% in just one year.

2. Invest in Upskilling and Training

The OPE industry is constantly evolving, and skilled technicians are in high demand. Offering training opportunities not only helps you fill skill gaps but also shows employees that you’re invested in their growth.

Why It Matters:

• Employees are more likely to stay with companies that offer career development.
• Upskilling your current team can reduce the need to hire externally.

What You Can Do:

• Offer Certifications: Partner with manufacturers like Briggs & Stratton or Kohler to provide certification programs for your team.
• Host Regular Training Sessions: Bring in industry experts to train your team on the latest equipment and techniques.
• Encourage Cross-Training: Allow employees to learn new roles within the dealership, keeping their work fresh and engaging.

Example: A Midwest dealership began offering quarterly training sessions on new equipment models, resulting in higher job satisfaction and a 20% reduction in turnover.

3. Create a Positive Work Environment

A strong company culture is a magnet for top talent. Technicians want to work in a place where they feel valued, respected, and part of a team.

Why It Matters:

• A positive work environment boosts morale and productivity.
• Employees are more likely to recommend your dealership to others.

What You Can Do:

• Celebrate Achievements: Recognize milestones like work anniversaries, certifications, or project completions.
• Host Team Events: Organize team lunches, outings, or events to build camaraderie.
• Promote Work-Life Balance: Offer flexible schedules, paid time off, or other benefits that support employees’ personal lives.

Example: A dealership in Texas started a monthly “Tech Appreciation Day” where employees were treated to lunch and recognized for their hard work. This simple gesture significantly boosted morale.

4. Focus on Retention Through Leadership

One of the top reasons employees leave jobs is poor management. Strong leadership is the foundation of a successful and loyal team.

Why It Matters:

• Employees don’t leave jobs—they leave managers.
• Good leadership fosters trust, motivation, and loyalty.

What You Can Do:

• Train Your Managers: Provide leadership training to ensure managers know how to communicate effectively and resolve conflicts.
• Encourage Open Communication: Create a culture where employees feel comfortable sharing feedback and concerns.
• Lead by Example: Managers should model the behavior they want to see in their team, from punctuality to professionalism.

Example: A Northeast dealership noticed high turnover in one branch due to poor leadership. After providing coaching to the branch manager, team morale improved, and turnover dropped by 50%.

5. Leverage Industry-Specific Platforms

Finding qualified technicians starts with reaching the right audience. General job boards may not connect you with the skilled talent you need.

Why It Matters:

• Targeted platforms help you connect with candidates who already have the skills or interest in the OPE industry.
• You save time by avoiding a flood of unqualified applicants.

What You Can Do:

• Post on OPEjobs.com: This industry-specific platform is designed to connect employers with skilled technicians in the OPE field.
• Expand Your Reach: Share job openings on social media and at local trade schools.
• Optimize Your Listings: Use clear, compelling language that highlights your company’s unique strengths.

Final Thoughts

Building a skilled workforce doesn’t happen overnight, but with the right strategies, you can attract and retain top talent in the OPE industry. By refining your onboarding process, investing in training, fostering a positive work environment, and focusing on strong leadership, you’ll position your dealership as an employer of choice.

Ready to take the next step? Post your job openings on OPEjobs.com today and connect with the talent you’ve been searching for.