As we transition into 2025, the landscape industry faces critical workforce challenges. With 82 percent of companies reporting difficulty finding qualified workers, according to the National Association of Landscape Professionals, and the cost of replacing existing workers ranging from one-half to two times that employee’s annual salary, modernizing talent management isn’t just ideal — it’s essential for survival.
Companies investing in retention strategies report projected growth, while those struggling with turnover face stagnation. Now is the time to establish a Green Talent Guide, a practical framework for creating a workplace where employees choose to stay and grow.
As the founder of Bloom Talent Solutions, a recruiting agency that supports landscape companies nationwide, I’ve seen how practical strategies transform struggling teams into thriving organizations.
Regardless of role, most employees are looking for three things — prestige, culture and compensation, in that order. Prestige means being part of an organization recognized as a destination employer that attracts top talent and earns respect in the marketplace. Culture provides a supportive environment where weather challenges and seasonal pressures become manageable through team cohesion. While competitive compensation matters, our data show it’s rarely why people leave; they depart when they don’t see a future.
Here are some tips that can help improve your company’s retention efforts:
1. Clearing a career pathway. The top frustration driving turnover is unclear advancement opportunities. Workers feeling stuck seek opportunities elsewhere, costing thousands in replacement expenses. Companies using digital skills tracking and mobile-first training platforms report better first-year retention. Despite initial resistance to digital adoption, companies with these systems see a return on investment within six months through reduced turnover alone.
For front-line crews, career paths should outline progression from technical mastery to crew leadership. Skilled technicians need clear paths to management or specialized roles since skilled replacement costs more.
Language barriers also often derail advancement for non-English-speaking employees who make up a significant portion of the workforce, so offering language training and bilingual materials can increase retention in these team members.
2. Foster a positive company culture. Working with the top workplace destinations has shown us that culture becomes the shield against turnover during challenging seasons. Weather impacts, equipment issues and peak-season pressures test team cohesion. Digital platforms have revolutionized how teams handle these challenges. Companies using workforce management apps (Aspire, LMN, etc.) report better satisfaction scores and higher engagement through real-time communication and recognition.
3. Offer strategic benefits. In today’s market, benefits must address real workforce needs. Small companies can compete through creative, cost-effective solutions like paid skills development days and guaranteed rain-day pay. Investments in professional development builds loyalty and workforce capability, while rain-day pay provides security during unpredictable weather. Universal perks like safety rewards and certification bonuses help boost retention while improving operational efficiency.
4. Address operational pain points. Companies losing talent often overlook basic operational frustrations. Regular equipment maintenance schedules reduce downtime while boosting morale. When crews highlight efficiency barriers, quick resolution shows their input matters, which creates loyalty while improving productivity.
5. Make the candidate experience matter. Modern hiring practices serve as your gateway to securing top talent in a competitive market. Mobile-friendly application platforms have revolutionized recruitment, capturing more candidates by meeting job seekers anywhere. Structured onboarding programs complement this modern approach, yielding 62 percent higher productivity by ensuring new hires start with clarity and confidence, according to the Society for Human Resource Management.
Another key differentiator involves providing timely, respectful feedback to all interviewed candidates — even those who aren’t selected — to build your reputation as an employer of choice.
