Darby Gilbert

One of the most challenging things in the landscape industry is finding and retaining top talent. As the manager of talent acquisition for Landscape Workshop, I am no stranger to this struggle. In an article shared by insurancebee.com in June 2024, statistics suggest no decline in the landscaping industry’s worth, businesses or overall growth. So why do we find ourselves struggling to find the level of talent we need to back a $153.6 billion industry with nearly 1.3 million employees and an overall growth rate of 8.3% per year between 2020 and now?

HomeGrown talent

When it comes to developing talent, it is clear that you need continued education and internal training. One of our core values at Landscape Workshop is “We Invest In Our People.” In my professional experience, I have often found that a signed offer letter can seem like the end of your progression. When I joined Landscape Workshop, my goal was to make sure that didn’t happen. I wanted a signed offer letter to be the beginning of a career choice, not just a job. To achieve this goal, I and other team members brainstormed ways to ensure those who joined Landscape Workshop had a progression track to advance their careers. In 2022, our Associate Management program was born. This program consists of a line-by-line rubric outlining training modules an entry-level employee follows to prepare them for career advancement at LW. We also host two management-level training classes per year that consist of high-potential field employees and new account managers. This training is another step toward developing our talent within Landscape Workshop.

Internship programs matter

We did not have a structured internship program when I joined Landscape Workshop. We would take any college student who needed a job for the summer and were happy to call it an internship to help college students who needed college credit. The program was costly and unfruitful for us in the long term. In the summer of 2021, we launched our structured internship program. This program focused heavily on finding students interested in green industry careers, providing them with a well-rounded experience in the field within each of our departments (landscape maintenance, enhancements, irrigation, seasonal color, etc.), and giving them a seasoned mentor to help guide them. Implementing this program in our business has been one of the most fruitful aspects of finding and retaining top talent.

Relationships are key

I often find myself saying, “What a small world!” It is one of my favorite parts of the green industry. I have many friends who work for different green industry companies. Nurturing the connections you make will surely benefit you in some way down the road. One of my most important relationships is with green industry college program students and faculty. Having businesses showcase to students that a career in their chosen field is not just possible but common has proven to be a powerful tool. I find that university faculty members are always very appreciative of the efforts businesses make to incorporate their teachings into the professional world.

Finding and retaining top talent takes hard work and dedication. Find what works for your company and give it your all. Your passion for the industry and your career will shine through and ignite a flame in those seeking similar goals. They’ll want to know, “What is your secret to success?”

Women in Landscaping is a column brought to you in partnership with the National Association of Landscape Professionals. Darby Gilbert is an active member of the National Association of Landscape Professionals Women in Landscape Network (powered by Stanley Black and Decker) which provides a forum for industry professionals to support each other’s professional growth. The Network is free to all industry professionals.