How to Build a Landscape Company People Want to Work For | Hiring, Retention & Culture

📅 January 26, 2026 ⏱️ 1:01:00 🎤 Alex Cadieux, Chris Mace, Lisa Reese

Chapters

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0:00

Financial Stability for Employees

The hosts open by discussing the importance of financial consistency for employees, especially in variable-hour industries like landscaping, and how it impacts recruitment.
1:45

Introducing Gelderman's Leaders

Chris Mace and Lisa Reese introduce themselves, sharing their roles and diverse professional backgrounds, highlighting their non-traditional paths into landscaping.
5:28

Career vs. Job Mentality

The discussion shifts to the core philosophy of offering careers, not just jobs, and how Gelderman facilitates rapid growth for its employees.
10:43

Year-Round Employment & Benefits

Gelderman's unique year-round employment model, specific payment structures like guaranteed hours, and comprehensive benefits are detailed, emphasizing their role in retention.
17:04

Intentional Career Pathing

The hosts elaborate on their intentional career pathing, including vertical and horizontal mobility, and the support systems in place for employee development.
22:38

Training and Development Initiatives

Gelderman's structured training programs, including dedicated training crews and off-season skill development, are explained as crucial for ongoing employee growth.
34:09

Lessons Learned and Self-Reflection

The conversation turns to challenges and lessons, including losing an entire crew due to a lack of immediate growth opportunities, emphasizing the need for continuous adaptation.
50:04

Practical Steps for Smaller Businesses

Lisa provides actionable advice for smaller businesses to implement effective HR strategies, focusing on people, compensation, training, and employee engagement.
56:30

Culture as Competitive Advantage

The episode concludes by reinforcing the idea that a strong company culture serves as a significant competitive advantage, regardless of business size.

Speakers

Alex Cadieux

Host — Techoblock

Chris Mace

VP of Construction and Design at Gelderman Landscape Services

Lisa Reese

Certified HR Professional at Gelderman Landscape Services

Key Takeaways

✦

Prioritize financial consistency for your team, even during off-peak seasons, to attract and retain skilled workers. Consider guaranteed hours or supplemental unemployment programs.

✦

Develop clear career paths within your company to show employees potential for growth and advancement, encouraging them to stay and develop their skills internally.

✦

Invest in continuous training and development, utilizing both formal courses and practical, on-the-job mentorship, especially during the off-season to hone skills.

✦

Foster a culture of open communication and active engagement, including regular check-ins, team events, and opportunities for employees to voice their aspirations.

✦

Budget for comprehensive benefits beyond just wages, such as health spending accounts or retirement contribution matching, to enhance your employer value proposition.

✦

Embrace a "growth mindset" for your business, as consistent company growth creates new opportunities for your employees, making career pathing more viable.

✦

Recognize and reward employee contributions, both big and small, to reinforce positive behaviors and build a strong, appreciative company culture.

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