By Casey Garamoni, Contributing Writer

The skilled trades workforce is in high demand, and that need is expected to continue growing in the coming years. Several critical skilled roles are vulnerable to increased churn, which could cost companies more than $5.3 billion every year in talent acquisition and training costs through 2032, according to McKinsey. 

And as the talent pool shrinks, the rate and range of industry demand increases. What was once healthcare-specific – hospitals poaching skilled laborers from one another – now ranges across multiple industries. Healthcare systems must compete with everyone from construction to manufacturing to power plants for the best talent. 

This competition will continue to intensify in 2025. Healthcare organizations and facilities managers must make concerted efforts to not only attract skilled trade workers to their facilities but to retain them long term. 

Attracting talent 

Across the board, skilled trade workers seek the following from employers: 

• growth opportunities through skills development and promotions 
• competitive compensation 
• recognition and appreciation 
• meaningful work that makes a difference. 

Healthcare facilities must invest in developing their skilled trade workers if they want to retain them. Talent development requires a variety of learning tools, from internal training programs and leadership development to job shadowing, mentorships and clear paths for career advancement. 

When it comes to meaningful work that makes a difference, healthcare facilities have a significant advantage over the competition. Some industries might be able to offer high pay rates, but what is their mission? What is the purpose of the work? The answer is simple in healthcare: The mission is to support the delivery of quality patient care. 

Building maintenance at a manufacturing facility helps ensure production continues uninterrupted, but hospital maintenance ensures community members can access medical treatment in an emergency, doctors can perform operations and hospital patients and their families remain comfortable. Although the work might seem invisible — groundskeeping, equipment maintenance, carpentry, construction, waste management, etc. — it is strongly tied to a positive impact on the patient experience. 

Retaining talent 

The variety of work available in a healthcare facility is also appealing to some workers. Unlike other industries where tasks might be repetitive from day to day, healthcare environments change constantly, which drives an ongoing need for new and updated skill sets. This includes trades skills, such as those of electricians and plumbers, as well as an awareness of the unique dynamics in healthcare settings. 

Communication and an understanding of the interdependencies in healthcare environments are critical. While a leak in the ceiling at some workplaces requires simply moving a desk out of the way, a similar leak in a hospital might occur in a patient room, requiring repairs to be coordinated with clinicians caring for the patient. 

Can the facilities team make the repair while the patient is out of the room for a procedure or other treatment? How long will the repair take? When that job is complete, it also often requires more communication than closing out a work order in the facility’s system. The doctor or nurse who requested the repair likely does not have time to check if the issue has been addressed, so technicians need to close the loop with that individual and let them know the problem has been resolved. 

In healthcare facilities, there are many more complexities and interdependencies requiring communication among multiple parties to successfully remedy issues. As a result, the outcomes are often far more rewarding than in other settings. 

Growing talent 

Helping employees take meaningful steps toward their career aspirations is just as important as their initial training. What opportunities are they looking for in the long term? Do they want to earn new credentials or certifications? Do they want to grow into a different area of expertise? When employers invest in employees’ growth, healthcare facilities gain exceptional benefits from their performance and engagement. 

Healthcare facilities managers should take the following steps to ensure they remain competitive: 

• Assess the facility’s current workforce strategy. Are career pathways clear? Is there a robust skills development training program with a supporting budget? 
• Engage directly with skilled trades workers to understand their aspirations and challenges. These insights can help managers shape more effective retention programs and identify gaps. 
• Consider whether the current workforce model optimally serves the facility’s needs and workers’ career goals. The key is cultivating an environment where skilled trade professionals can thrive long term. 

The race for skilled trade talent will continue to escalate this year. Investing in the growth of trade workers will be critical to success in 2025 and beyond. 

Casey Garamoni is vice president of human resources at Medxcel, an integrated facilities management organization focused on healthcare.