Employment

Keeping Employees Happy & Committed To Your Business

Creating a roadmap for retention that allows employees a chance to grow is important to the success of your organization.

Published

3 years ago

September 4, 2021

Joe Trusty

Keeping Employees Happy and Committed To Your Organization

It’s a Saturday afteroon and I’m on one of the most active Groups pertaining to the pool industry, 14psi Pool Industry Lounge on Facebook – when a fantastic question pops up pertaining to the retention of key employees.

One of the members of the group asked an interesting question that many in the pool industry often wonder, “How do you keep employees happy and wanting to stay with your business?”

It’s a relevant question and one that has a few simple solutions that are easy to follow. Jeff Johnston, owner of Quality Clear Pools posted a simple image that really illustrates the key cornerstones of employee retention.

Employees will stay when they are:

Paid Well
It’s vital that employees feel that they are well compensated for their labor, and paid a proper wage for the services provided. Bargain basement shopping for the cheapest talent will hold you back as an organization and hold back the quality and caliber of your work.
Mentored
There is a saying that goes “you have to sink or swim in the pool industry“, but that shouldn’t hold true to training brand new wet behind the ears workers who are in their first season of learning the ropes. Nobody likes to be thrown into a lions den. If you don’t have the resources and bandwidth to mentor new employees, perhaps delay bringing them on until you do or pay to send them for the proper training so that they can adequately perform the tasks you’ve assigned them.
Challenged
Key employees thrive on being challenged with new roles and responsibilities that enable them to prove their long term value to your organization. By not allowing employees the opportunity for personal growth within their role, there is nowhere to go and little chance to grow their skill set.
Promoted
Keeping someone confined to a role they’ve outgrown is a recipe for disaster. As people expand as individuals you have to present them with the same opportunities that allowed you to become successful. Promoting key employees to managerial and supervisory positions allows you to step back a bit and let that employee own some responsibility. It’s also important to see rule #1 because a salary adjustment should correlate with any promotion in responsibility.
Involved
Immersing your employees into the culture of your company and allowing them to be part of the history and community your business is centered around serving personally invests people. Keeping employees at arms length and detached from customers, teams, and activities is never a good strategy. The best team leaders create an atmosphere of inclusion.
Appreciated
It never hurts to single someone out for a job well done. People love recognition of their service, and it’s especially vital that you find ways to celebrate personal achievement and growth within your teams. Fostering the type of environment that punctuates milestones in an employees growth is a great way to instill a feeling that their efforts are appreciated. It’s also important to show your appreciation in more tangible ways the employee can feel in their wallet. Giving a bonus for extraordinary service is a great way to incentivize and create a positive team culture where employees feel committed to the business.
Trusted
Trusting employees to do their role is essential. Letting go of the reigns a bit is important and it enables your employees to flourish as they feel a sense of camaraderie and foundation built on that trust. Allowing key employees some visibility about the business is also essential towards establishing mutual trust and long term growth. Every business has a circle of trust and who you let into it should be based off of their contributions to the business and the merit of their character.
Empowered
Employees need to have a sense of empowerment within the role you’ve assigned them. Providing an employee with a roadmap towards achieving growth within your organization is a core fundamental. Empowering them to manage teams, take on bigger roles, or focus on more important projects is a signal to that employee that you trust them. It fufills people on a personal level to know they are matriculating to a higher level and being given more responsibility.
Valued
Key employees will stay with you through thick and thin if they feel they are valued. If your employees know unequivocally you appreciate their labor, talent, efforts, and intellect they will feel value and personal fulfillment. In reality, there probably isn’t a person on the face of the planet that doesn’t feel like their contributions are valued enough. Demonstrating that you value the time, energy, commitment and drive your key employees bring to the table is an important part in keeping them happy.

“I think we are heading into a new world order where long term employment with one company in any industry or occupation will be rare.”
Jeff Hampe

Unfortunately at the end of the day, there is no magic recipe for keeping everyone happy. Even the world’s greatest coach Vince Lombardi knew that the true measure of a successful organization is their ability to organize a winning team. That starts with finding people who are team players. Some of the most talented inviduals have trouble working in a team setting.

"The achievements of an organization are the results of the combined effort of each individual." - Vince Lombardi

There is no denying that we live in a different world than our parents did. Keeping employees committed to an organization is tough in the world we live in today. In the world our parents and grandparents grow up in, folks spent the majority of their lives working for a single company. Those days are long gone for many different industries, but that doesn’t have to hold true for the pool industry. At the end of the day we each are presented with the opportunity to be the author of our own story. What defines your organization could very well be your ability to adapt these very core values as part of your strategy for mentoring growth.

Creating a culture that promotes from within and allows people the opportunity to grow starts with selecting the right people first. Keeping your A players happy is important, and it’s equally important to create the type of roadmap we spoke of for your B players as well.

What are some things you do to motivate and incentivize employees in your organization? What strategies do you use to put a winning team out on the field? Sound off in the comments.

5/5 - (2 votes)

Related Topics:Employees pool industry retention

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Joe Trusty

Editor in Chief of Pool Magazine - Joe Trusty is also CEO of PoolMarketing.com, the leading digital agency for the pool industry. An internet entrepreneur, software developer, author, and marketing professional with a long history in the pool industry. Joe oversees the writing and creative staff at Pool Magazine. To contact Joe Trusty email [email protected] or call (916) 467-9118 during normal business hours. For submissions, please send your message to [email protected]

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Employment

Pool Equipment Installer/Technician Wanted in Salt Lake City, UT

Published

2 months ago

February 2, 2024

Pool News

Infinity Pools is a leading swimming pool contractor in the Salt Lake City area. We pride ourselves on delivering top-notch projects to our valued customers. As we continue to grow, we are seeking an experienced Pool Equipment Installer/Technician to join our team in SLC.

Job Description:
We are looking for a skilled and experienced Equipment Installer/Technician to handle the installation of pool equipment, including automation systems and programming. The ideal candidate will have a strong background in both commercial and residential pool equipment installation and programming. They should be able to layout, plumb, and install complex equipment rooms, and possess excellent technical skills.

Responsibilities:

Install and configure pool equipment, including pumps, filters, heaters, and automation systems.
Layout and plumb commercial pool equipment rooms.
Install pool automation and pool chemical automation systems.
Program and troubleshoot pool equipment and automation systems to ensure optimal functionality.
Conduct regular inspections and maintenance of pool equipment as necessary to ensure efficiency and safety.
Diagnose and resolve equipment issues, and perform repairs as needed.
Collaborate with the team to ensure efficient scheduling and completion of projects.
Provide excellent customer service and communicate effectively with clients.
Maintain accurate records of equipment installations and services performed.
Adhere to safety protocols and industry standards at all times.

Qualifications:

Previous experience in pool equipment installation and programming is required.
Ability to layout and plumb complex commercial pool equipment sets.
Strong technical skills and the ability to troubleshoot and solve problems.
Knowledge of pool automation systems and their programming.
Familiarity with a variety of pool equipment brands and models.
Ability to work independently and as part of a team.
Detail-oriented with good organizational skills.
Valid driver’s license and reliable transportation.
Willingness to work outdoors in various weather conditions.

Benefits:

Competitive salary based on experience.
Health and dental insurance options.
Retirement plan with company match.
Paid time off and holiday pay.
Ongoing training and development opportunities.
Company-provided vehicle, tools, and equipment.
Opportunity for career growth and advancement.
If you are an experienced Pool Equipment Installation Pro with a passion for pool equipment installation and programming, we want to hear from you. Join our team and be a part of a growing company that values its employees and provides opportunities for career advancement.

Job Type: Full-time

Benefits:

401(k)
401(k) matching
Dental insurance
Health insurance
Health savings account
Life insurance
Paid time off
Vision insurance

Schedule: 8 hour shift. Monday to Friday. Weekends as needed

Supplemental pay types: Bonus opportunities

Ability to commute/relocate: American Fork, UT 84003: Reliably commute or planning to relocate before starting work (Required)

Experience: Pool equipment setting: 2 years (Required)

Work Location: In person

APPLY FOR THIS POSITION

5/5 - (1 vote)

Employment

How to Recruit and Train Top Talent with PHTA’s Work In Aquatics Initiative

Published

2 months ago

January 26, 2024

PHTA

Since the pandemic, workforce development has been a main concern for many industries—and the pool and hot tub industry is no exception. The Pool & Hot Tub Alliance (PHTA), the industry’s leading national trade association, has regularly heard from its members that recruiting and retaining employees is one of the top business concerns.

Going back to the first quarter of 2021, 53% of PHTA members were concerned about finding qualified employees and 21% were concerned about employee performance and quality. Jump to the second quarter of 2023, and 58% were still concerned with recruiting and retaining skilled employees.

There was a huge boom in the demand for pools and hot tubs during the pandemic. Although that demand has started to slow, 61% of participants in the PHTA Quarterly Pulse Surveys in 2023 say they are still experiencing project backlogs and 54% are increasing their employee headcount.

This is why PHTA launched Work In Aquatics, a groundbreaking workforce development initiative specifically created to address hiring, training, and retaining employees in the pool, spa, and hot tub industry. Work In Aquatics utilizes a multi-pronged approach to attract jobseekers to the industry, prepare them for industry jobs, and introduce them to companies with open positions.

The public-facing Work In Aquatics website shares information on career trajectories, recommended industry certifications and trainings, testimonials from people already working in the industry, and more. There are specific sections of the website dedicated to three key audiences: military veterans, high school graduates, and career changers. Work In Aquatics covers everything from entry-level lifeguards to critically acclaimed pool designers.

For professionals already working in the industry and looking to expand their workforce, there is an accompanying Work In Aquatics online job board. PHTA member companies can post their open positions (for free!) at careers.workinaquatics.com. Since its launch six months ago, participating companies have received more than 3,300 job applicants.

PHTA is also continuously developing resources for employers, such as tips on how to write job descriptions, how to promote open positions on your company’s website and social media accounts, and simple ways to retain your best employees.

Work In Aquatics is also supported by several existing PHTA programs, including PHTA’s two U.S. Department of Labor Registered Apprenticeship Programs. One apprenticeship program is for maintenance and service technicians, and the second is for pool installer technicians. These are robust programs that come equipped with PHTA on-demand education courses, guidelines for creating mentor relationships, and other resources. PHTA staff are available to help at any step along the way.

Both the apprenticeship programs and the Work In Aquatics website highlight the importance of professional certifications. PHTA offers 11 certifications across service, retail, build, and design, for people at any level in the industry. Some states require PHTA certifications as part of their licensure requirements for pool operations or construction, which is important for both employers and those just beginning their career to know.

If workforce development and employee retention are at the top of your business concerns, PHTA is here to help! Visit workinaquatics.com or contact Seth Ewing, PHTA’s Senior Director of Member Programs and Services, to learn more.

5/5 - (2 votes)

Employment

Diamond Spas Seeks New Sales Rep

Published

4 months ago

December 3, 2023

Pool News

Looking for a motivated individual to join our team as a sales representative. Family owned and operated, offering competitive pay and benefits. If interested, contact Tom Bennett at Diamond Spas at 1-800-951-7727 or [email protected]

Who is Diamond Spas?

Diamond Spas specializes in the design and fabrication of custom spas and luxury aquatic features. We are known for creating high-end, custom-built stainless steel or copper spas and aquatic vessels. Our firm caters to both residential and commercial clients, providing unique and aesthetically pleasing solutions for outdoor living environments.

Job Description:

Develop a deep understanding of our products and services.
Consult with customers to identify their specific needs and preferences, providing tailored recommendations on the most suitable spa solutions.
Actively engage with prospective clients through various channels, including walk-ins, appointments, and inquiries.
Achieve and exceed sales targets by effectively communicating the unique features and benefits of our spa products.
Provide pricing information, negotiate terms, and close sales deals to contribute to the overall revenue goals.
Deliver exceptional customer service to ensure a positive buying experience. Address customer inquiries, concerns, and after-sales service needs promptly and professionally.
Conduct product presentations and demonstrations to showcase the features, functionalities, and maintenance aspects of our products.
Stay informed about industry trends and advancements to provide accurate and up-to-date information to clients.

Requirements:

Sales Experience: Proven experience in sales, preferably in the spa, hot tub, or luxury product industry. Demonstrated ability to meet and exceed sales targets.
Product Knowledge: In-depth knowledge of inground spas, jacuzzis, and hot tub products, including their features, benefits, and technical specifications.
Customer Service Skills: Exceptional customer service skills to create a positive buying experience and address customer inquiries and concerns.
Communication Skills: Excellent interpersonal and communication skills to effectively convey the unique selling points of the spa products and build rapport with clients.
Industry Knowledge: Familiarity with the spa, hot tub, or outdoor living industry, including awareness of trends, competitors, and market dynamics.
Technical Understanding: Basic understanding of installation processes, maintenance requirements, and technical aspects related to spas and hot tubs.
Networking Skills: Ability to generate leads, network with potential clients, and participate in industry events, trade shows, and community activities.
Independence and Team Collaboration: Ability to work independently while also collaborating effectively within a team, particularly with colleagues in marketing and customer support.
Results-Driven: A results-driven mindset with a track record of achieving and exceeding sales goals.
Adaptability: Ability to adapt to changing market conditions, customer preferences, and industry trends.
Technology Proficiency: Familiarity with Customer Relationship Management (CRM) software, sales tools, and basic computer skills.
Passion for Outdoor Living: A genuine passion for promoting and enhancing outdoor living experiences through luxury spa products.