To keep technicians and entry-level staff, treat retention like you treat customers. Augusta created a 21-stage career roadmap: 7 stages each for technicians, general managers, and owners. Add small perks like an $80 gym membership and clear pay progression tied to visible milestones and new titles.
there's a few things you can do for technicians and entry-level team members to be able to make sure you do retain them. Even if you're like, I can't afford healthcare, okay, can you give them an $80 per month incentive that allows them to get a gym membership, for example? These are things that you could do to help create stickiness around staying at your place of work. We always talk about having a sticky product for customers and retention of customers, but what about retention of your team? First off is the compensation progression. The next thing I would say is career progression. At Augusta, we have 7 stages of success for technicians, 7 stages of success for general managers, 7 stages of success for owners. All in all, the 21 stages of success. The reason we did that is because we'd always said our goal was to get people to the next stage of their career, but we never had stages and it was meaningless to say that by having an actual roadmap that people can progress in their career, it allows them to feel like there's reason to grow, there's reason to gain more skills, and there's reason to stick around because there is more money to unlock, there's more skills to unlock, there's more positions or titles to unlock. And so that career progression, super important.
