This article is one of our favourites from around the web. We've included an excerpt below but do go and read the original!
A skilled, adaptable maintenance workforce is the backbone of any successful expansion strategy. Yet building a team that can support growth requires more than simply hiring when vacancies appear. Forward-thinking organisations take a strategic approach to workforce development that creates capacity before it's desperately needed.
Whilst experienced technicians bring immediate value, they're increasingly scarce and expensive. Consider hiring candidates with strong foundational skills, mechanical aptitude, and eagerness to learn, even if they lack specific experience with your equipment. These individuals often develop into your most loyal and capable team members when given proper training and development opportunities. Their fresh perspectives can also challenge outdated practices that experienced hires might simply accept.
Don't leave new hire development to chance. Develop comprehensive onboarding that covers not just technical skills but your organisation's safety culture, quality standards, and operational procedures. Pair newcomers with experienced mentors who can provide hands-on guidance. Document common maintenance tasks in digital formats that new technicians can reference independently, reducing the burden on your senior staff whilst accelerating learning.
Growth demands flexibility. Cross-train technicians across multiple equipment types and systems so your team can adapt as priorities shift. This versatility prevents bottlenecks where work stalls waiting for the one person who knows a particular system. Regular skills assessments help identify gaps, whilst structured development plans show team members clear paths for advancement, improving retention alongside capability.
Digital work management platforms and mobile tools help less experienced technicians work more independently by providing instant access to equipment histories, maintenance procedures, and troubleshooting guides. Standardised digital checklists ensure consistent quality regardless of experience level. Technology doesn't replace expertise, but it distributes knowledge more effectively across your entire workforce.
Don't wait for talent to appear. Establish apprenticeship programmes, partner with technical schools, or create internship opportunities that give you first access to emerging talent. These relationships let you develop technicians specifically for your operations whilst building your employer brand within the skilled trades community.
Replacing experienced technicians costs far more than developing existing staff. Competitive compensation matters, but so do career development opportunities, work-life balance, and feeling valued. Regular feedback conversations, clear advancement paths, and investment in ongoing training signal that you're committed to your team's growth, not just your organisation's.
Your most experienced technicians hold invaluable institutional knowledge that walks out the door when they leave. Before that happens, systematically capture their expertise through documented procedures, video demonstrations, and mentoring relationships. This knowledge preservation ensures continuity whilst preparing the next generation of maintenance leaders.
Building a maintenance workforce for growth isn't a one-time project but an ongoing commitment. Organisations that invest consistently in recruitment, development, and retention create teams capable of supporting expansion sustainably rather than constantly scrambling to backfill critical positions.
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