Written By
Jon Mailer
CEO & Founder – PROTRADE United
Author of ‘Not Just a Tradie’
Written By
Jon Mailer
CEO & Founder – PROTRADE United
Author of ‘Not Just a Tradie’
Finding and keeping quality people for your business today is tough. Businesses are experiencing a shortage of skilled labour in a shrinking talent pool that hasn’t been witnessed in recent history.
PROTRADE United CEO, Jon Mailer with PROTRADE United Client, Truflow Paint Spray Booths Victoria
PROTRADE United CEO, Jon Mailer with PROTRADE United Client, Truflow Paint Spray Booths Victoria
At PROTRADE United we encourage clients to create a working environment where the best people want to stay. Retention is now a key priority, and this article will give you some insights to assist you.
Firstly, let debunk the myth that money is the most important motivator. Once a baseline level of salary is attained, studies show that there are multiple factors that will assist in retaining great people. It’s about consistency, communication, and creating an environment where people feel seen, heard, and valued. The only reason money becomes the decisive factor is when there is NO difference in the quality of the work environment or associated benefits. We have clients that developed a workplace environment that enables them to attract and retain quality employees beyond having to pay them the highest salary.
Below is a list to consider that will assist you to retain key people, and build a great brand, and workplace culture that delivers consistent, productive, and profitable work. That’s where the R.E.T.A.I.N. framework comes in – a simple, real-world approach to building loyalty and lowering turnover.
R is for Recognition
People want to know they matter. Regular feedback, both good and constructive, keeps expectations clear and relationships strong. Go beyond the generic “good job.” Be specific. Show employees that you’re paying attention – not just to their work, but to who they are as individuals. What drives them? More money? More flexibility? More growth? When people go above and beyond, don’t let it go unnoticed. Recognise effort, not just outcomes. And don’t sugarcoat reality – acknowledge the wins and the challenges your team is facing. It builds trust.
E is for Engagement
Monotony kills motivation. Variety, collaboration, and input can breathe life into roles that might otherwise feel stale. Run team meetings that are more than status updates – make them conversations. Ask for ideas. Show people their opinions matter. Make work engaging by turning improvement goals into a game. Whether it’s boosting customer satisfaction or cutting waste, set targets, track progress visually, and reward achievement. Engagement spikes when people know they’re contributing to something bigger.
Written By
Jon Mailer
CEO & Founder – PROTRADE United
Author of ‘Not Just a Tradie’
Australia and New Zealand’s #1 Business Coaching and Advisory Organisation, dedicated to the Trades and Construction Industry. With over 20 years of practical experience, we have a proven track record of helping more than 3900 business owners gain greater clarity, consistency and choice.
Australia and New Zealand’s #1 Business Coaching and Advisory Organisation, dedicated to the Trades and Construction Industry. With over 20 years of practical experience, we have a proven track record of helping more than 3900 business owners gain greater clarity, consistency and choice.
T is for Train
If your team isn’t growing, your business isn’t either. Invest in training that builds both technical and soft skills – communication, leadership, even life skills like personal finance or wellness. Ask people what they want to learn. Help them set goals that align with their career and life plans. When employees see you’re investing in them, they’re far more likely to invest in you.
A is for Accountability
Say what you mean and mean what you say. Leaders who follow through earn respect. If the plan changes, communicate early and often. When employees pitch ideas, be clear on what you’ll action and when. Everyone should have a role, clear expectations, and measurable results. And if someone consistently underperforms, it’s time to make a tough call. Keeping them around drains morale and signals that standards don’t matter.
I is for Inspire
People follow purpose, not just pay checks. Be clear about your vision. Share it often. Confidence in direction breeds buy-in. Core values aren’t just a poster on the wall – they guide behaviour and shape culture. And most importantly, be real. Vulnerability isn’t weakness. It shows humanity and builds stronger connections. Don’t fake having all the answers. Let people in.
N is for Next Steps
What is the career path for each of your employees? Knowing what options are available can be the difference between a ‘job’, where people show up just for the pay, and a ‘career’, where your employees know what development opportunities and progress is available for them. Paint the picture of the next 2-3 years, and employees will be less likely to think week to week. A transparent growth path gives people a reason to stay, and to strive.
The above suggestions are simple, yet not easy to implement. Building a great culture and environment takes time, years in fact, yet the payoff is having a group of high performing individuals that are loyal to your business and each other.
For support in developing your team environment, chat with one of the team at PROTRADE United.
T is for Train
If your team isn’t growing, your business isn’t either. Invest in training that builds both technical and soft skills – communication, leadership, even life skills like personal finance or wellness. Ask people what they want to learn. Help them set goals that align with their career and life plans. When employees see you’re investing in them, they’re far more likely to invest in you.
A is for Accountability
Say what you mean and mean what you say. Leaders who follow through earn respect. If the plan changes, communicate early and often. When employees pitch ideas, be clear on what you’ll action and when. Everyone should have a role, clear expectations, and measurable results. And if someone consistently underperforms, it’s time to make a tough call. Keeping them around drains morale and signals that standards don’t matter.
I is for Inspire
People follow purpose, not just pay checks. Be clear about your vision. Share it often. Confidence in direction breeds buy-in. Core values aren’t just a poster on the wall – they guide behaviour and shape culture. And most importantly, be real. Vulnerability isn’t weakness. It shows humanity and builds stronger connections. Don’t fake having all the answers. Let people in.
N is for Next Steps
What is the career path for each of your employees? Knowing what options are available can be the difference between a ‘job’, where people show up just for the pay, and a ‘career’, where your employees know what development opportunities and progress is available for them. Paint the picture of the next 2-3 years, and employees will be less likely to think week to week. A transparent growth path gives people a reason to stay, and to strive.
The above suggestions are simple, yet not easy to implement. Building a great culture and environment takes time, years in fact, yet the payoff is having a group of high performing individuals that are loyal to your business and each other.
For support in developing your team environment, chat with one of the team at PROTRADE United.
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