How to Hire & Retain Top Landscaping Talent [webinar recap]

Attracting and retaining employees has never been more challenging, especially in industries like landscaping, where competition is fierce and interest in trade careers is shifting. In this webinar, industry expert Jeffrey Scott and his client Shanna Scordo, President of Earth Craft Landscaping, shared practical strategies for hiring landscaping employees and becoming a Destination Company® — a workplace where top talent wants to build their careers.

Building a Strong Company Culture

Creating a company culture that attracts and retains employees starts from the inside out. Before focusing on recruiting for landscaping companies, businesses should address internal challenges that may be driving employees away.

Key Takeaways:

• Fix the holes in the bucket: High turnover is often caused by unresolved internal issues. Conduct surveys, bottom-up reviews, and use tools like Net Promoter Score (NPS) to understand employee sentiment.
• Let go of toxic employees: Keeping underperformers or cultural misfits undermines team morale. Leaders should have the courage to make difficult personnel decisions.
• Prioritize communication and transparency: Employees should always know where the company is headed and how their work contributes to the bigger picture.
• Exit with grace: Even when letting employees go, handle it with respect. A "red carpet exit" ensures former employees speak positively about the company.

Competitive Compensation & Career Growth

While pay alone won’t create job satisfaction, ensuring fair wages and clear career progression is essential to retention.

Key Takeaways:

• Be aware of your true competition: Hiring landscaping employees means competing with industries like construction and energy, which often attract similar workers.
• Offer clear career paths: Employees want to know what their future at the company looks like. Formal career ladders and structured promotion paths help keep them engaged.
• Proactive raises: Instead of waiting for employees to ask for a raise, periodically assess pay scales and adjust accordingly.
• Onboarding and training: Effective onboarding ensures employees feel valued from day one, reducing early turnover.

Attracting Talent in a Changing Labor Market

Many companies struggle to recruit because they assume there’s a lack of interest in blue-collar careers. However, Jeffrey and Shanna argue that the interest is there — businesses just need to tap into it correctly.

Key Takeaways:

• Interest in hands-on work is growing: Many professionals are leaving desk jobs in favor of physical, meaningful work. Highlight the benefits of landscaping careers, such as working outdoors, creating tangible results, and contributing to sustainability.
• Engage with local schools and colleges: Form relationships with guidance counselors, offer guest lectures, and provide internships to introduce young workers to the industry.
• Leverage social media: Use employee testimonials and behind-the-scenes content to showcase company culture and attract new talent.
• Recruit from non-traditional talent pools: Women, career changers, and non-traditional candidates can bring fresh energy and skills to the industry.

Reducing Turnover & Improving Retention

High turnover is one of the biggest challenges in labor-intensive industries like landscaping. By fostering engagement and providing a sense of purpose, businesses can keep employees long-term.

Key Takeaways:

• Hire smarter: A rigorous hiring process ensures new employees align with company values and expectations. Learn how to hire lawn care employees who are the right fit for your company.
• Invest in friendships at work: Employees with strong workplace connections are more likely to stay. Foster camaraderie through team-building events and celebrations.
• Provide the right tools: Poor equipment and inefficient processes frustrate employees. Investing in high-quality tools shows workers that leadership values their time and effort.
• Create year-round employment opportunities: Seasonal layoffs make retention difficult. Finding ways to offer consistent work can make companies more attractive in the long run.

A Destination Company® prioritizes more than just competitive wages; it creates an environment where employees feel valued, supported, and motivated to stay. Companies that invest in culture, fair compensation, and employee growth will not only attract top talent but also build a stable, committed workforce—essential for long-term success in recruiting for landscaping companies.

Want to learn more? Watch the full webinar recording to hear Jeffrey and Shanna dive deeper into these strategies and share real-world success stories.