Day in and day out, I have conversations with many of my clients expressing their frustrations on how to hire and retain reliable, qualified employees. I am sure you will agree that this is one of the more, if not the most, difficult aspects of your business.

Although reverting to mechanization has been successful for many companies, it poses a new set of challenges, such as finding skilled labor to operate cranes, grapple saws, excavators and so on. Photo courtesy of the author.

Let’s call it what it is – working in the tree care industry requires hard work, motivation and critical thinking. We all have experienced employees showing up late for work – or not showing up at all – leaving the job early without an explanation or even taking the company vehicles and stranding the other employees. Then there is the occasional wage garnishment or spouse calling the office or owner’s phone looking for a loan or a time to pick up their spouse’s paycheck.

I wish I could say these were exaggerations, but I have been on the sharp side of this scenario and know many other business owners who have as well.

So what are other companies doing that has managed to minimize these issues?

Hiring right
It all starts with the interview process. Knowing up front and taking into consideration that everyone has something, ask yourself this one simple question: After spending some time with your prospective candidate, would you invite this person to join you at your Thanksgiving table?

In other words, do you have a gut feeling that this is an honest individual with good values and that you would feel comfortable introducing them to your friends and family? Now, I am not suggesting you do that, but you get the idea. Does this individual share the same values and standards you do? You are interviewing for integrity and trust before skills. Anybody can be trained if you are willing to invest time and resources in them and they are willing to learn.

While reviewing the candidate’s resumé with them, be sure to ask them high-gain questions that provoke a thoughtful answer, not just a yes or no. Are they looking for a long-term career, or do they need to fill their pockets with some quick cash to pay next month’s rent? What is their experience working with others, and are they open to giving you a list of prior employment referrals? Do they have a valid driver’s license, and will they allow your agent to run a motor-vehicle report/background check?

Have an at-length conversation about their commitment to learning your company’s culture and adhering to the safety-training program and continual workshops that will be required to grow with your operation.

Isn’t it best to teach people good habits from the beginning, instead of trying to change bad ones? Of course, this process may take time, and a probationary period is suggested with timeline achievements that will give you a better idea of whether this employee fits into your existing company culture and is able to work with the other members of your team.

Grow your company
Attracting and retaining quality employees takes a commitment on the employer’s side as well. Most of the successful companies I work with have several things in common. They have an all-inclusive culture of, if you see something, say something, regardless of your tenure. Safety is paramount, and every employee is responsible for each other’s wellbeing. We all go to work together and come back together.

The employer commits to their employees’ development and offers opportunities to grow with certifications such as CTSP, EHAP, TRAQ, Certified Arborist and other credentials. They have a mandatory safety-training program, documented tailgate talks and continuing education. Employees are offered company-sponsored full personal protective equipment (PPE), including a designated fall-arrest harness if they are operating at height. If the company has a fleet of heavy vehicles, they offer employees a path to obtaining a commercial driver’s license (CDL).

Mechanization and networking
As the tree care industry continues to grow exponentially, many operators are reverting to mechanization to help with productivity and reduce the need for a large crew. Although this model has been successful for many companies, it poses a new set of challenges, such as finding skilled labor to operate cranes, grapple saws, excavators and so on. As this trend continues to grow and dominate the industry, there will always be a need for climbers and ground crew.

A few recommendations for employers looking to build a healthy culture with reliable employees would be to reach out to local trade schools, union organizations and industry associations, such as the Tree Care Industry Association (TCIA), International Society of Arboriculture (ISA), American Society of Consulting Arborists (ASCA) and state organizations. You also may want to reach out to training organizations such as ArborMaster, NATS (North American Training Solutions), Noble Oak/NJ Crane Expert, ACRT (originally an acronym for appraisal, consulting, research and training) and the WTCW (Women’s Tree Climbing Workshop). These are all very credible organizations with vast networks of industry professionals.

Networking has been and will continue to be one of the best resources for growing your business and gaining knowledge and ideas from others who face the same challenges you may have.

Brian Fain is a state-licensed Property & Casualty (P&C), Life & Health (L&H) insurance agent representing Ferguson & McGuire Insurance Services, an eight-year TCIA corporate member company based in Wallingford, Connecticut. He specializes in working with the tree care industry, and spent 18 years as the past president/owner of Land Design Associates Inc. During that time, he attended and graduated from the School of Professional Horticulture at the New York Botanical Gardens and completed the UConn certificate program in landscape design, as well as prepared for the Connecticut arborist license. This article is intended solely to educate and improve the process of understanding and securing insurance for the tree care industry.