Training Employees in Today’s World

The skilled labor shortage in the drilling, water delivery, and wastewater industries isn’t just a challenge—it’s a growing crisis. Companies across these sectors are struggling not only to attract and hire qualified workers but also to retain and upskill them in an increasingly competitive labor market.

According to the US Bureau of Labor Statistics, the situation is poised to intensify, with an estimated 51,000 job openings for plumbers, pipefitters, and steamfitters each year over the next decade.

But this surge isn’t driven by industry expansion—projected at a modest 5%—it’s fueled by a wave of retirements and a troubling migration of talent to other fields. The message is clear: without bold action to close the skills gap, the backbone of our infrastructure could be at risk.

Franklin Electric has developed online training programs catering to those new to Little Giant products and the PHVAC industry. Many of these programs, available through their training portal FranklinTECH, provide training content and programs that embrace a more modern short-form approach that will appeal to a younger audience.

While companies can’t turn back the clock on retirees, they can do a lot to retain the workers they have and recruit new ones. Employee education and training play a critical role in employee retention, giving people a reason to invest their career with a company. When done right, organizations can reap the benefits of learning and development, with some studies reporting that 76% of employees are more likely to stay with a company that offers continuous training.

The key to training is understanding your audience and adapting your training methods to a variety of needs. Often referred to as multifaceted training, these programs not only help employers enhance skill development—they also show employees that you’re invested in them.

Here are several guidelines water industry businesses can follow to utilize training.

Why On-the-Job Training Alone Isn’t Enough

While it may seem natural to provide training “on-the-job” since many water industry roles are hands-on, it can prove counterproductive. On-the-job training tends to reduce efficiency and increase the risk for error on a job site, meaning jobs can take longer, cost more, or be done incorrectly and require a costly callback.

Instead, it pays to train your team before hitting the job site with base-level expertise on products, installation, troubleshooting, and selling before speaking to a customer. This will allow your company to install and troubleshoot more effectively, equipping your team to do more in less time and succeed in their roles. Developing people in this way will also reduce their time to productivity and help them get up to speed faster.

Provide Training Options That Are Ongoing & Adaptable

Adaptable training is accessible training. During the COVID-19 pandemic, many businesses across various industries switched to online methods for training, and they experienced surprising results in saving both time and money. From training classes and podcasts to webinars and online certification courses, online training tools allow you to onboard new employees quicker and make it easier for them to stay updated on new products and techniques.

The National Groundwater Association Learning Center provides industry onboarding, certifications, degrees and licensing. This is often done with manufacturers, so the information is robust.

As a bonus, these interactive, digital tools are custom-made for a new generation of professionals who likely learned using online tools when completing their traditional schooling. Digital training programs are also highly customizable to each employee since there are so many options compared to “one-size-fits-all” classroom training. When considering how to identify the best courses for each employee, get their input. What are their aspirations, and how can you help them succeed in their career?

Provide Training for Both Hard & Soft Skills

Many employers are surprised to learn that a new hire takes about one to two years to become fully productive. This is why continuous training programs are so important; they help you retain that employee you’ve invested years in and who is likely more productive and fruitful than any new hire. Continuous training—onsite, online and in a classroom—can feed a worker’s desire to grow into what’s next.

As an employer, you likely know what physical labor your employees need to tackle in the field. It’s also important to consider the other skills they need to do their job. Are they comfortable talking to customers and communicating with your jobsite team? How are their organizational skills? Training for these soft skills can help employees grow and learn and help your business look more professional in front of your customers.

Use Outreach & Education to Attract New Talent

The newest generation entering the workforce, Gen Z, is often unaware of the value water drillers and other water professionals provide. Yet water systems professionals are highly paid, and their pay is expected to increase given the growing demand for these professionals.

For example, research shows that a young person who attends trade school and starts working will be $140,000 ahead of a student who enrolls in a four-year college first. Employers can share this growth potential during outreach and recruiting fairs, enhancing the appeal of water system careers. Couple this with your company’s commitment to training, and you have a story that appeals to young workers. According to employment solutions provider Glint, opportunities to learn and grow are now the number one factor defining an exceptional work environment.

Use Your Industry Partners to Help You Train

Investing in your workforce is often a team effort. Employers can look to their manufacturing partners and industry organizations for low- to no-cost training options. These organizations do the heavy lifting—curating resources, developing training programs, and coordinating trainers. They invest the time and money to support water professionals and their businesses. Many of these companies and organizations may also offer professional training and development scholarships.