Five things the trades need to fix to address the technician shortage once and for all

1. Lack of emphasis in high school.

In the book, “Shop Class as Soulcraft,” author Matthew B. Crawford writes extensively about life and work as a mechanic, and the joys, challenges and quirks of working with your hands. 

“The current educational regime,” he writes, “is based on a certain view about what kind of knowledge is important: ‘Knowing that,’ as opposed to ‘knowing how.’”

That statement sums up the emphasis in high schools, where requirements focus on passing tests and a student is expected to regurgitate more about Shay’s Rebellion than he or she learns about changing a leaking trap, turning on a gas stove or handling a bank account.

Anecdotal evidence flows from those in the trades who visit high schools only to learn that students know little or nothing about the trades, or the option to pursue a career right out of high school as opposed to attending a four-year school.

In 2014, Harbor Freight Tools began a philanthropic project called Harbor Freight Tools for Schools. Its emphasis: to advance skilled trades education in public high schools across America.

In May of 2020, Harbor Freight Tools for Schools commissioned and completed a nationwide study of trades education in high schools. It found that “there is no skilled trades field where current enrollment in high school programs is projected to meet even half employer demand over the next decade.”

Separating students between college prep and vocational learning exacerbated the challenge because it led to students of color and low-income backgrounds being deliberately funneled into shop classes, which were not seen as a road to success, the report said.

Its study included a survey that produced these revealing numbers from parents: 80% 

described the skilled trades as important; 83% said the government should provide more funding for skilled trades classes.

Finally, students in high schools that offer courses in the trades are more likely to view those jobs as important (72% to 58%), creative (56% to 44%) and respected (53% to 38%) than those who attend schools without those courses.

Which means merely exposing high schoolers to the trades in a better and more complete way can open eyes to the career path.

Clearly, the demand is there. What’s missing is supply.

2. The perception of the trades in general.

Vanessa Gonzales, with her husband and one more partner, helps run Albuquerque Plumbing, Heating and Cooling, one of the largest plumbing and HVAC firms in New Mexico. She started the business with little knowledge of trades. She set out to learn, and filled several management positions in the company. 

She has installed ductwork, run drain lines and changed the oil on company service vans. She also was part of starting a school at the company to train new technicians.

“I tell people what I do and the reaction I get is, ‘Oh, blue-collar?’” she said. “It’s a stigma, kind of like a used car salesman. People have an idea what a plumber looks like, and it’s not me. I’m 5-7, blond, blue eyes, not super built, but I’ve got enough muscle to get stuff done. When they hear that they’re kind of blown away.

“I’m not that person with the potbelly and the plumber’s crack showing.”

That last image might be the definitive stereotype of a trades worker. But when a homeowner needs a cooling system replaced during a string of 90-degree days, the HVAC technician brings technical and mechanical skills to design and install that system. Those skills are unique and detailed.

The work requires tech, hands-on ability and the ability to analyze and solve problems. The work provides a profession, with good pay and (hopefully) good benefits. 

Stories of those in their early 20s who are making good money, who have bought a house and car, and who have a bright future in a thriving and essential business (that proved to be pandemic-proof) are there to be shared.

For too long, the trades have been looked on as the profession for those who can’t go to college.

Perhaps the viewpoint should flip, that those who go to college can’t do the work of those in the trades.

3. The emphasis on four-year colleges. 

Call this a corollary to the lack of emphasis in high schools, as high school counselors funnel students to four-year schools without bringing up the trades. A high school student can’t consider what he or she doesn’t know about.

This is a societal problem that is bigger than the trades. For some, college and university study is the right path. It fits. For others, it’s not. For too long, those who have not fit in college have been dismissed, or looked down on.

Jessie Cannizzaro of Milestone Plumbing Inc. outside Milwaukee called fighting the perception a “never-ending battle.”

“The thinking that’s spread is that if you want to make something of your life you go to college,” she said. “And if you’re a deadbeat, well, there’s always construction.”

Megan Bedford of Desk Free Nation, a nonprofit she started to draw more young people into the trades, believes attitudes may be starting to shift as more schools, organizations and businesses start to offer advanced training in the trades. 

Some companies have their own schools, offering learn-as-you earn programs to those interested in being trained in the trades.

In Shelby County, Tenn., a federally registered apprenticeship program for welders offers 144 hours of classroom training and 2,000 hours of hands-on training—with students being paid. 

The program is small, and geared in 2021 toward supplying workers to railroad equipment manufacturer and track servicer Atlantic Track in Memphis. But it’s a start—and an example of exposing young people to an option that leads to opportunity.

Then consider the cost of college: $127,000 on average for an undergraduate degree. Student loans increase that cost, and make repayments an ongoing burden.

Forcing those who are not meant to be on that path can be unhealthy mentally and financially.

4. Not selling or promoting the trades properly.

Some say the trades must be made more cool to young people. Though some bristle at that description, there is merit to framing the possibilities in more positive ways.

“Before COVID,” Gonzales said, “this work wasn’t cool.”

Winemaking, craft beers and brewing high-end coffee are crafts that appeal to young people. There is work needed to make skilled electrical, HVAC and plumbing appealing.

Salary numbers help. ServiceTitan studies show that a plumber or electrician with just a few years experience makes in the $60,000-to-$65,000 range, and an HVAC supervisor’s median salary is $85,100. Plumbers in Seattle and HVAC technicians in Charlotte—and in many other areas—can earn $100,000.

Another selling point is the work is usually out of the office, and away from the same-thing-every-day routine.

“I always tell people: We learn something new every single day and no two days are even remotely close to the same,” Cannizzaro said. “It’s not mundane or repetitive. It’s always different, with different challenges. The day flies by.”

Covid showed the importance of the work, as the trades never shut down and many businesses saw growth and increased hiring. 

Keith Mercurio, ServiceTitan’s Director of Executive Success and the CEO of his company, Ethical Influence Global, said he is seeing private equity money flow to the trades in the billions of dollars—yes, with a B.

That means the people who had invested heavily in Silicon Valley now see the value of an industry that is always needed (i.e. essential) and whose profits outpace GDP.

When private equity is investing in the trades, some influential folks in the financial sector recognize that the work already is cool.

5. Look within for the solution

The easy thing to do in the trades is complain about the lack of available techs. The step to take form there is to ask: What can and what am I doing about it? Go from complaining to being part of the solution. 

Mercurio acknowledges the challenges in the hiring, but dismisses the lamentations as an “ingenuity shortage.”

The starting point is company culture. What kind of work atmosphere does the company foster, and what kind of people does it attract? A positive, nurturing, culture that encourages growth and development attracts employees. A culture that treats people with respect quickly gains a good reputation. 

Communicating that culture, Mercurio said, “is more important than anything.”

There is no underestimating the impact that poor culture has on employees and potential hires, experts say. Inflexibility and not providing proper training and advancement also can be corrosive. Companies that operate poorly and earn a bad reputation are noticed in the small universe of the trades.

“We can help ourselves and quit blaming this issue,” Morales said.

Morales has been involved in the trades since 1979. He’s run his own company for 14 years, taught technicians for 22. He said nothing can overcome a bad boss or a bad work environment.

“’There’s nobody out there’ … ‘nobody wants to work anymore’ … I’ve heard all the excuses,” Morales said. “If you tell yourself enough you’re gonna believe it. Quit telling yourself and make the necessary changes.”

Competing in the 21st century in the trades means accepting the trades are a business like any other, and requires that employees be paid a fair wage, and given good work conditions, training and benefits.

“People leave bad bosses and bad managers,” Morales said. “If we’re training technicians to work for bad bosses and bad companies and there’s shoddy work out there, aren’t we missing the boat on something?”

Mercurio even advocates that if a business owner can’t find good people, then perhaps that business owner shouldn’t be running the business.

“People are competing on the old ways, and not competing in the context of the entire nation,” Mercurio said. “If you don’t give vacation time, maternity or paternity time, what are we expecting?

“It’s absurd. You have guys working in a truck, burning out, working 60 hours a week, trying to get overtime, hassling and haggling with the overtime dollars and benefits. Companies not providing full health care, a 401(k)—actual benefits, vacation, paid time off. Yet owners are demanding they be on call once a month.

“Why would any young person want to enter the trades in that scenario? It makes no sense. We’re not creating cultures that are competitive in the landscape of what human beings want. And then we’re confused?”

Let Morales sum it up: “The right companies with the right culture who are transparent and real could solve their own labor problems.”