In the Fire and Life Safety industry, there aren’t enough technicians to meet the demand. And like every other field, the role employees play plays a significant role in the overall success of the company. While finding qualified technicians is such a struggle as it is, retaining them is an even greater challenge. With the link between technician retention and profitable growth, Fire Service Providers need to foster a culture that makes technicians want to be hired and, more importantly, want to stay. This article will examine the qualities of these companies and how you can apply them to your own.
Understanding the Unique Challenges of Fire and Life Safety Technicians
Each industry has its own set of challenges, and the world of Fire and Life Safety is no exception. A 2023 study from Awardco reveals that the average turnover rate is 54% in the trades, transportation, and utilities sectors. This is higher than the average turnover rate of 47% across all industries. These high turnover rates have massive implications for Fire Service Providers, including hiring, training, and separation costs. Then, considering the decreased productivity, it can significantly set companies back.
The unfortunate reality is that the majority of this turnover didn’t have to happen in the first place. In fact, Team Engine discovered in a 2021 study that 69% of employee turnover in the trades was for preventable reasons. Some examples they provided include a lack of advancement opportunities, unprofessional managers, and inadequate work-life balance. The study also found that approximately 48% of all job-related reasons for leaving were due to a stressful workload. The Fire and Life Safety industry’s demanding schedule can also exacerbate the already existing turnover problems. While having on-call technicians is unavoidable, Fire Service Companies can improve other aspects of the employee experience to make work more fulfilling and rewarding.
Strategies to Retain Fire and Life Safety Technicians
Defining company values that prioritize safety, respect, and teamwork is the foundation of a retention-focused culture. However, there’s more to do as words only matter if action follows. Successful retention-focused companies inside and outside of the Fire and Life Safety industry often have:
- Competitive Compensation and Benefits
- Paying salaries that align with industry standards
- Offering comprehensive medical, dental, and retirement benefits
- Clear Career and Professional Development Pathways
- Establishing mentorship and leadership programs
- Ensuring sufficient training and certification opportunities
- Recognition and Rewards
- Implementing recognition programs
- Celebrating significant milestones and achievements
- Supportive Leadership and Management
- Training managers in empathetic leadership
- Encouraging regular employee check-ins for additional support
- Work-Life Balance and Well-Being
- Having flexible scheduling and time-off policies
- Spreading awareness of mental health resources
The strategies aren’t a simple one-size-fits-all situation. Some Fire Service Providers may pick and choose which ones fit best for them and their employees. There may be others that aren’t on the list that may also be suitable. All in all, it’s up to the business owners which options are best and whether or not they can afford to be implemented.
Measuring Success and Adjusting Culture Initiatives
After a Fire Service Company implements strategies of its own, the job isn’t over. They must continually improve cultural initiatives to stay current and ensure employees stay for the long term.
Changing retention-focused initiatives shouldn’t be guesswork, as there are tried and true ways to do this. One of these is through key performance indicators, also known as KPIs. Since there are many KPIs out there, it can be challenging to determine which ones to follow. Easyfeedback recommends monitoring:
- Employee Turnover Rate: This metric measures the percentage of employees who leave the company within a specific time frame, which can help identify patterns and potential causes for employee departures.
- Employee Satisfaction Index: Through regular surveys, this index gauges how satisfied employees are with various aspects of their work environment, management, and benefits.
- Engagement Score: This metric measures the level of motivation and commitment among employees in their roles.
- Employee Net Promoter Score (eNPS): This metric evaluates the likelihood that employees would recommend the company to others, thereby reflecting overall loyalty and pride in the organization.
- Absenteeism Rate: This metric tracks the frequency of unscheduled absences among employees, which may indicate workplace dissatisfaction or health concerns.
- Training and Development Participation: This is the proportion of employees engaging in training and development opportunities.
Trying to improve company culture without monitoring KPIs can do more harm than good. Taking metrics seriously and adjusting as needed will keep employee satisfaction and performance high, which is what all Fire Service Providers crave.
Conclusion
Building a retention-focused culture isn’t easy. It requires ongoing commitment, strategic action, and genuine care for Fire and Life Safety technicians. By understanding industry-specific challenges, implementing targeted retention strategies, and measuring their impact, Fire Service Companies can not only attract new technicians but also retain the ones they worked so hard to obtain. Ultimately, this approach will enhance the workforce and the organization as a whole.
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