Guys, I’m really excited about this issue – and it’s truly thanks to some amazing contributors and industry experts who were willing to take the time to craft some solid, educational articles. This issue covers several major industry conversations:

  1. Pricing (are you ready to determine your own destiny?)
  2. Drying (seriously, are we still talking about that three-day myth??)
  3. Mold (time to answer some nagging questions once and for all.)
  4. Employee management (AKA hiring/retention/succession planning – they really go together!)

What is the #1 struggle in your restoration company today? If you said finding new employees, you are definitely not alone. Our State of the Industry report revealed that as a major pain point the last few years. We all can agree that finding new employees in this economy is tough, right? The best people out there already have jobs, and people who are job hunting are often being courted by multiple companies if they’re well-qualified.

Normally, you wouldn’t see two business management articles on the same topic within the same issue of R&R. However, this month, we’re breaking the mold – for good reason. In the March, June, and July 2019 issues, Tom Cline wrote specifically about hiring and retention in today’s job market. He drove home great messages on compensation, investing in the future workforce, and considering hiring people from outside the restoration industry. In this issue, Tim Hull and Brandon Reece both talk about succession planning, which is another way to attract candidates. 

First, Hull talks about creating a succession plan for your technician-level employees, which can greatly help with buy-in and accountability for employees really looking for growth opportunities. That’s on page 12. Then, on page 18, Brandon Reece gets personal about succession planning for other levels in your restoration company and the rewards you will reap when you sew the right seeds.

If you want to attract candidates in today’s job market, you have to have a plan – on every level, and be willing to think outside the box.


Michelle Blevins