Retain Your Best Techs: Proven Tactics That Keep Employees from Walking
By Skill Development, Workplace Trends in OPE

High employee turnover is one of the most expensive and frustrating challenges for employers in the OPE industry. Losing skilled technicians not only disrupts your operations but also costs you time and resources in hiring and training replacements. The good news? Retention isn’t just about luck—it’s about strategy.

Here are proven tactics to help you hold on to your best technicians and build a loyal, motivated team.

1. Strong Onboarding Sets the Tone

First impressions matter, and your onboarding process is your chance to show new hires that they’ve joined a company that values and supports them. A rushed or disorganized onboarding experience can leave employees feeling disconnected and uncertain about their role.

What You Can Do:

  • Make It Welcoming: Introduce new hires to the team, provide a clear overview of their role, and give them the tools they need to succeed.
  • Create a Structured Plan: Outline a step-by-step onboarding process that includes training, mentorship, and regular check-ins during their first 90 days.
  • Share the Company Vision: Help employees understand how their work contributes to the company’s success. Feeling part of a bigger mission increases engagement.

Example: A top-performing OPE dealership in the Midwest revamped their onboarding process by pairing new hires with experienced techs for hands-on mentorship. This not only improved retention but also accelerated skill development.

2. Invest in Ongoing Training

Technicians want to grow in their careers. If they feel stuck or stagnant, they’re more likely to look for opportunities elsewhere. Ongoing training not only builds their skills but also shows them you’re invested in their future.

What You Can Do:

  • Offer Certifications: Support techs in earning industry-recognized certifications, such as those from Briggs & Stratton or Kohler.
  • Host Regular Workshops: Bring in experts to train your team on the latest equipment and techniques.
  • Cross-Train Employees: Give technicians opportunities to learn different roles within your organization, which keeps their work fresh and engaging.

Example: An OPE service center in the Southeast implemented quarterly training sessions on new equipment models. The result? Higher job satisfaction and a 25% reduction in turnover over two years.

3. Recognition Goes a Long Way

Employees who feel appreciated are more likely to stay. Recognition doesn’t have to be expensive or elaborate—it just needs to be consistent and sincere.

What You Can Do:

  • Celebrate Milestones: Recognize work anniversaries, certifications earned, or completed projects.
  • Create an Employee of the Month Program: Highlight outstanding contributions and reward them with small perks like gift cards or extra time off.
  • Give Immediate Feedback: Don’t wait for annual reviews to acknowledge great work. A simple “thank you” or “great job” can go a long way.

Example: One OPE dealership in Texas started a “Tech of the Month” program, where the winner received a $100 gift card and a feature on the company’s social media. This small gesture boosted morale and fostered healthy competition.

4. Address Poor Leadership

One of the top reasons employees leave jobs is poor management. If your leadership team isn’t supportive, communicative, or fair, even the most loyal employees may start looking for the exit.

What You Can Do:

  • Train Your Managers: Provide leadership training to ensure managers know how to communicate effectively, resolve conflicts, and motivate their teams.
  • Encourage Open Communication: Create a culture where employees feel comfortable sharing concerns without fear of retaliation.
  • Lead by Example: Managers should model the behavior they want to see—whether it’s punctuality, teamwork, or a positive attitude.

Example: A regional OPE distributor in the Northeast noticed high turnover in one of their branches. After conducting employee surveys, they identified issues with the branch manager’s leadership style. By providing coaching and support, they improved team morale and cut turnover by half.

5. Foster a Positive Work Environment

Retention isn’t just about paychecks—it’s about creating a workplace where employees feel valued, respected, and happy to come to work every day.

What You Can Do:

  • Promote Work-Life Balance: Offer flexible schedules or additional paid time off to help employees manage personal responsibilities.
  • Encourage Team Bonding: Host team lunches, outings, or events to build camaraderie.
  • Keep Communication Open: Regularly check in with employees to understand their needs and address any concerns.

Example: One OPE dealership in Florida started hosting monthly “Tech Talks” where employees could share ideas, discuss challenges, and collaborate on solutions. This initiative strengthened team dynamics and reduced turnover.

Final Thoughts

Retaining your best technicians doesn’t have to be a challenge. By focusing on onboarding, providing ongoing training, recognizing achievements, addressing leadership issues, and fostering a positive work environment, you can create a workplace where employees want to stay and thrive.

Remember, investing in your team is an investment in your business. Ready to find and retain top talent? Post your job openings on OPEjobs.com today and start building a stronger, more loyal workforce.