Developing skilled field technicians is one of the greatest challenges facing HVAC contractors today. During Synergy’s October 7th virtual roundtable, members shared how they’re adapting apprenticeship programs, investing in mentorship, and creating career pathways to retain and grow their workforce.

Here’s a look at the key themes from the conversation – insights that every contractor thinking about field workforce development should know.

Apprenticeship Programs Are Expanding in Size and Structure

Contractors are putting more emphasis than ever on formalized apprenticeship programs that combine hands-on experience with classroom instruction. Some companies now manage dozens of apprentices at a time, supported by internal program managers or team leads.

Common traits of successful programs included:

• Multi-year structures with clear year-over-year progression
• Remote learning options for techs located far from main offices
• Open access to training for non-employees in the community
• Company-developed in-house technical refreshers on topics like refrigeration diagnostics

Most companies aim to remove cost barriers (like books and testing fees) for participants, viewing the investment as long-term talent development.

Career Paths Are Becoming More Flexible and More Visible

Defining a career path is no longer about climbing a rigid ladder. Members discussed how they’re building career flexibility into their organizations, offering multiple routes to advancement, from field leadership to technical specialization.

Contractors are:

• Using LMS platforms and spreadsheets to track training, skills, and manufacturer-specific knowledge
• Implementing biannual one-on-one development conversations
• Piloting roles like lead journeyman to give senior field techs influence without formal supervisory titles

Some teams are using software to tie on-the-job performance to specific competencies, creating more transparency around what it takes to level up.

Knowledge Transfer Is Driving New Mentorship Models

Veteran field techs are retiring, and contractors are working fast to preserve that hard-earned experience. That’s where mentorship comes in.

Members shared several approaches, including:

• Peer mentorship programs that pair seasoned techs with new hires
• Training committees made up of foremen and field leaders to drive continuous education
• Informal shadowing and skill-sharing opportunities that boost confidence among apprentices

Mentorship is proving to be just as critical to retention as it is to training.

Retention Starts with Culture, Not Contracts

When it comes to retaining trained employees, members had mixed experiences with training repayment contracts. While some still use them, others are backing away due to legal concerns and the potential for friction.

Instead, the shift is toward:

• Trust-based development, where training is offered freely
• Building in ongoing development opportunities that make employees want to stay
• Recognizing that loyalty is earned through investment, not enforced through paperwork

Companies that focus on building community and connection are seeing better results than those that rely solely on policy.

Tools for Training Visibility Are on the Rise

From spreadsheets to full-blown LMS systems, contractors are getting more strategic about how they track technician growth. This includes:

• Mapping who knows which equipment and systems
• Recording performance feedback from journeymen and field managers
• Tracking soft skills and professionalism alongside technical skills

The result? A clearer picture of where each employee stands, and what support they need next.

Collaboration Is the Best Resource

While every company’s workforce development journey looks a little different, one thing is clear: collaboration moves everyone forward. By sharing best practices, challenges, and real-life strategies, Synergy members continue to support one another in growing the next generation of field leaders.

Want to join the next conversation?
Synergy members have access to roundtables, peer calls, and shared resources on topics like recruiting, training, retention, and career development. Contact our team to learn more!