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How do you keep technicians motivated during slow periods?

Carla Jimenez (Staff)

Hey everyone!

We want to make sure you're set up for success year-round, and I know many of you are navigating those quieter summer months or seasonal dips where the schedule just isn't as full. I'd love to hear what you're doing to keep your field teams engaged and motivated when the job board starts looking a little... sparse.

A few questions to get us started:

  • Are you cross-training technicians on different skills or equipment types?
  • How do you handle scheduling when there's more availability than work?
  • Any creative ways you've found to maintain that sense of purpose and team connection?

Whatever's working for your crew — or what you've tried that didn't land — we'd love to hear it. This is a space for real talk and sharing ideas!

Feel free to follow up here or reach out directly if you'd like to connect more on your specific situation. We're always here to help!

  • in reply to Lindsey Park

    Hi Lindsey! Not a silly question at all — this is exactly the kind of nuance that makes each team's situation unique.

    With 8 technicians, you probably know individual preferences pretty well. What we've seen work is making social events truly optional with a small twist: give the social folks a way to opt "in" more meaningfully. Maybe they help plan the BBQ, or it's framed as a recognition event for a specific win rather than generic "team building."

    The key is reading the room — if two people organically want to organize something, support them. If you're the one pushing it because you think you "should," that's when it backfires.

    Happy to chat more about your specific team dynamics if helpful. We're here to make sure you're set up for success!

  • in reply to Keiko Tanaka

    Honest communication... right. That's the answer that sounds good in a forum post.

    Try telling a tech with two kids and a mortgage that "things will pick up in September" and see how motivated they are.

    We do guaranteed minimum hours. Written into employment agreements. No games, no optimistic projections. They know exactly what to expect. Makes the "development opportunities" actually land instead of feeling like a consolation prize.