It’s tough sledding nowadays when it comes to hiring, training and retaining skilled labor in the kitchen and bath design trade. Worse yet, the skilled-labor shortage, pervasive now across the length and breadth of the homebuilding and remodeling sectors, shows no sign of abating in 2025 – or any time soon.
Indeed, according to a recent survey by the National Kitchen & Bath Association, a whopping two-thirds of the kitchen and bath design firms polled reported that they’re currently experiencing either a “moderate” or “severe” employee shortage, up markedly from the pre-COVID market five years ago. Nearly 40% noted that they’re currently incapable of filling existing job openings, with full-time employees – particularly those with five-plus years’ experience – the most difficult to hire. At the same time, a disturbing number of design firms told the NKBA that they’ve resorted to hiring less-than-qualified workers to meet staffing needs, with a significant percentage reporting that they’re paying above-market wages to attract skilled tradespeople.
“Kitchen and bath design firms must be savvy and resourceful in tackling a skilled-labor shortage that shows no sign of abating.”
There are myriad reasons for today’s labor dilemma, many of which are unique to the current times. According to workplace experts, among the factors fueling today’s labor shortage are evolving lifestyles and workplace expectations, including a generational shift away from hands-on labor and a dearth of information regarding opportunities in the construction trades. Other barriers to recruitment include the high cost of training, the inability of many companies to offer competitive wages and, in some cases, ineffective employee-retention strategies.
But regardless of its genesis, the impact of the current labor shortage is significant.
According to one survey, in fact, nearly two-thirds of remodeling pros noted that they’d be able to grow their business if only they could find more skilled workers – a finding that parallels the viewpoint of analysts who say that the skilled-labor shortage is among the headwinds jeopardizing the ability of today’s remodeling industry to fully reach its potential. At the same time, a sizable percentage of the kitchen and bath projects that are currently underway are reportedly being delayed, in some cases by weeks, due to a dearth of skilled labor. Increased workloads for existing employees are also exacerbating stress levels and impacting retention rates, business owners say.
Kitchen and bath design firms must be both savvy and resourceful in coping with today’s labor challenges. And more than a handful are reportedly meeting the challenge head-on.
For example, more than one-third of NKBA-surveyed business owners report that they’ve invested in digital tools aimed at achieving greater efficiency and reducing strain on existing staff. Others note that they’re streamlining workflows, expanding benefit packages, improving recruitment-and-retention strategies and implementing new training programs. Still others report that they’re offering heightened incentives such as flexible schedules, above-average wages and enhanced health insurance and other benefits.
A key retention tool, workplace experts say, involves providing employees with a healthy “work-life balance,” in which professional responsibilities, personal relationships and outside interests support one another, rather than compete for employees’ time and attention. Flex time and telecommuting, as examples, have become well-established staples in today’s business world. A growing number of companies are also offering resources through “Employee Assistance Programs” that provide referrals to mental health and other services, as well as guidance on critical issues like childcare and caretaking for the elderly.
Simple, commonsense tactics can also make a palpable difference: setting realistic workloads, priorities and deadlines; building effective support systems; allowing foradequate time off and workday breaks; offering incentives; keeping the lines of communication open; unplugging from the 24/7 demands of technology, and increasing ties to trade schools, colleges, and vocational training programs.
There are any number of intelligent, out-of-the-box strategies that business owners can employ to address today’s labor challenges. It’s simply a matter of implementing the blueprint that works most effectively for your company.
