Harold Brothers Blog | Harold Brothers Mechanical Contractors

Retaining Skilled Trades Talent in HVAC, Plumbing, and Mechanical Work

Written by John Flaherty | Jul 2, 2025 4:00:00 AM

If you've ever struggled to keep great tradespeople on your team, you're not alone. In today’s tight labor market, high turnover in HVAC, plumbing, and mechanical trades isn’t just frustrating—it’s expensive, disruptive, and bad for morale. Good employees leave, and you're left scrambling to fill roles that are critical to your operations.

At Harold Brothers Mechanical Contractors, we've worked alongside hundreds of skilled tradespeople across Massachusetts and New England. From young apprentices to seasoned foremen, we’ve seen what motivates people to stay—and what drives them to walk away. Over the years, we've refined our own retention strategies by listening, adapting, and investing in our team.

In this article, we’ll break down the most common reasons tradespeople leave, the key factors that encourage them to stay, and what leading companies—including ours—are doing to support long, rewarding careers in the trades.

Top Reasons Skilled Tradespeople Quit: What Employers Need to Know

Even though the trades offer great pay, job security, and hands-on work, they’re not immune to turnover. Here are some of the biggest reasons people leave the field—or switch companies.

1. Burnout and Physical Strain in the Skilled Trades

Long days, physically demanding tasks, and the constant push to meet project deadlines can wear people out. Burnout is especially common in peak heating or cooling seasons, when overtime becomes the norm. Without proper rest and support, even the most dedicated worker can feel overwhelmed. 

2. How Long Commutes and Travel Impact Trades Worker Retention

Many tradespeople enjoy variety in their work, but constant travel can take a toll, especially when it cuts into family time. Long commutes and working far from home are among the top reasons employees seek jobs closer to their communities or leave the industry altogether.

3. When Safety Isn’t Prioritized, Employees Leave

If a company isn’t prioritizing safety, it won’t retain talent for long. When workers feel rushed, poorly trained, or unsupported on job sites, it increases stress and risk. A lack of investment in safety sends a clear message that employee well-being isn’t a priority. With 2.3 nonfatal injuries per 100 full‑time workers below all‑industry averages, but still significant ongoing safety efforts can directly influence retention

4. Low Wages and No Growth Path? Why Workers Switch Companies

In areas like Massachusetts, where skilled tradespeople are in high demand, better offers can pull workers away. If employees feel their pay isn’t keeping pace with their skills—or if there’s no clear path to advancement—they’ll look for a company that provides both.

For a deeper look at how HVAC system costs impact retention decisions, this article on New England operating costs outlines the annual benchmarks many decision-makers consider.

What Keeps Skilled Workers Loyal: Why Tradespeople Choose to Stay

Despite the challenges, the trades offer meaningful, lasting careers. Here’s what keeps people committed:

1. Career Progression from Apprentice to Foreman and Beyond

Tradespeople are more likely to stay when they know they’re building something, not just on the jobsite, but in their careers. Having a clear path from apprentice to journeyman, foreman, or even project manager gives workers something to work toward. 

2. How Crew Culture and Jobsite Respect Drive Retention

Respect on the job goes a long way. When crews work well together and leadership values every member of the team, people stay. Loyalty to a foreman, a mentor, or a well-run crew is one of the strongest drivers of employee retention.

3. Work-Life Balance in the Trades: A Key to Long-Term Commitment

Reliable hours and the ability to be home most nights make a difference. Companies that offer flexibility, minimize unnecessary travel, and respect employees' personal time tend to have stronger retention.

4. Training, Licensing, and Education: Building a Future in the Trades

When a company invests in a worker’s future—offering training, certifications, and continuing education—it builds mutual loyalty. Employees want to grow, and they’ll stay where growth is encouraged.

Proven Retention Strategies Used by Top Mechanical Contractors

With workforce shortages across the construction and mechanical trades, many companies are stepping up to compete for—and keep—the best talent.  The Associated Builders and Contractors (ABC) recently reported a shortfall of about half a million skilled workers in U.S. construction, highlighting why retention must be as critical as recruitment

Some of the most effective retention strategies include:

  • Investing in Safety: Daily safety check-ins, field audits, and recognition programs help build a safety-first culture. Studies show that safety-first initiatives are associated with roughly 20% lower worker turnover, demonstrating the tangible ROI of safety investment in retention

  • Offering Competitive Benefits: Health insurance, retirement plans, and paid time off are now baseline, not bonuses.

  • Encouraging Open Communication: Leading companies create a culture where employees feel comfortable speaking up, whether it’s through regular check-ins with foremen, field meetings, or dedicated HR support. Honest conversations help identify problems early and build trust across teams.

  • Promoting Growth: Sponsoring certifications, trade school tuition, or leadership development shows a commitment to long-term careers.

Our Retention Approach at Harold Brothers: Keeping Great People for the Long Haul

At Harold Brothers, we believe the best investment we can make is in our people.

We’ve built our reputation not just on the quality of our HVAC, plumbing, and mechanical work, but on the trust and loyalty of our team. That’s why we go beyond industry standards to create a workplace that supports career growth, protects safety, and values every employee’s time and effort.

Here’s how we do it:

 

Competitive Pay and Benefits

We offer competitive wages and a strong set of benefits to help support our team both on and off the job. Health, dental, and vision insurance are available to help employees care for themselves and their families. A 401(k) with company match is offered to support long-term planning. We also provide paid time off, sick leave, and life insurance to help promote balance and security. For those pursuing additional training or education, we offer tuition reimbursement and professional development assistance. A referral program is also in place to recognize team members who help bring great people on board.

Safety Comes First

Safety is built into everything we do. From daily toolbox talks to routine hazard audits and monthly recognition for safe practices, we work to ensure every employee feels confident and supported on the job

Long-Term Career Support

We’re committed to helping our employees grow their skills and build lasting careers. Through the Harold Brothers Training Institute, team members have access to licensing prep, certification support, and leadership development opportunities

Local Projects, Respect for Time

We understand how important it is to be home at the end of the day. That’s why we do our best to keep our crews on local jobs and minimize unnecessary travel.

Team-Driven Culture

Our workplace is built on respect, collaboration, and communication. Whether in the field or the office, our employees are part of a team that values their contributions and supports their success.

What Employers and Job Seekers Should Know About Trade Retention

Retention in the trades isn’t about flashy perks or short-term incentives. It’s about building a culture where workers feel respected, protected, and empowered to grow. Burnout, excessive travel, safety concerns, and limited advancement can all drive people away. But when you address those issues head-on, you create a place where people want to stay.

At Harold Brothers, we’ve built a team that’s proud of what they do—and where they do it. From competitive pay and local projects to robust safety protocols and career advancement support, we make sure our tradespeople know they’re valued. And when employees feel that, they don’t just stay—they thrive.

Want to know what a long-term career in commercial HVAC, plumbing, or mechanical work looks like with a company that truly invests in its people? Explore career opportunities at Harold Brothers and learn how we support our team every step of the way.

Harold Brothers isn’t just a name on a truck—it’s a team built on trust, respect, and craftsmanship. Whether you're just starting your career or looking for a company that values your experience, we're here to help you build a future that lasts.