Career changers in the green sector: how do we retain them? |
|
|
|
|
 |
| 143 sec |
Career changer no longer an exotic phenomenon, but still plenty of progress to be made
The green sector is facing shortages. Classical horticultural training produces too few new workers, and intake from this side will continue to shrink in the coming years, while demand for good people continues to grow. Fortunately, more and more career changers are consciously choosing landscaping: motivated and with life experience. But entering is one thing, staying is another. During a landscaping café this summer, one central question was raised: how do we retain career changers?
| career changer jorn follows a VHG industry training course and now works at hoveniersbedrijf de plataan |
Where a career changer was still considered an exception a few years ago, that perception has shifted considerably. This is also the experience of all participants in the landscaping café. Doors for career changers are opening much more readily, whereas a few years ago they were met with skepticism. Employers now often recognize this group as the ideal employee: motivated, punctual, approachable, and with a healthy work ethic. “The employee skills are usually very solid,” says Jeroen Zijlmans of Koninklijke VHG. “Career changers consciously choose the profession, often after another career, and they bring not only motivation but also often a strong sense of responsibility.”
|
|
Yet there are pitfalls too: expectations of the job do not always match reality
| |
|
Wrong expectations
There are pitfalls. Expectations of the work do not always match reality. Green and ecology are hot topics, which partly explains why the sector appeals to career changers. But the idealistic image of ecology and biodiversity can turn into disappointment when the work also consists of paving, hauling, hedge trimming and weeding. Guidance, realistic information, and a good match with the company are therefore essential, says Brigit Leiwakabessy-Damen of Osmaïa Nederland. A trial day can make a lot clear. This summer, Koninklijke VHG launched the campaign *Groeien door Groen*, which allows interested people to have a coffee date at landscaping companies—something less formal than a full trial day. Jesse Koomen of Greencademy has mixed experiences with trial days. “We find that trial days can be very valuable to give candidates an honest picture of the landscaping profession. Candidates often respond positively, provided there is good guidance. At the same time, we hear back that it becomes time-consuming for companies when several candidates join a trial day but then do not choose to actually enter the sector. Especially in busy seasons, this makes companies hesitant. That is precisely why it is important to align expectations beforehand.”
Pathways for career changers are opening
Positively, a strong network has now been built up within the landscaping sector to guide career changers well. From VHG industry training and evening courses to online initiatives such as Greencademy, there are now many ways to make the transition to green work more accessible. At the same time, all participants in the landscaping café agree that many opportunities are still being missed. Entrepreneur Henrianne Hendriks of Warbij from Hoveniersbedrijf De Plataan even calls the wide range of opportunities almost a pitfall. “The offer can also be too large. Because where should a career changer begin? We chose the VHG industry training, but there is so much.” Jeroen van Woerden of Stichting TRI: “Some time ago we, together with Koninklijke VHG, had a plan to set up a central help desk that would simply point career changers to the possibilities and opportunities within our sector.” Nationwide, Stichting TRI Groei in Groen supports 171 BBL students during their training program. No less than 87 percent of these are career changers or retrainers.
Attention as the binding factor
Retaining career changers requires more than training alone. It seems obvious, but participants at the landscaping café still see this often going wrong. As an employer, give personal attention to your employees. This is crucial for career changers, since a career switch demands a lot from people. Van Woerden: “Employers who invest in good conversations bind employees the best.” Another important point: provide customization. Full-time work is no longer a given; career changers often have families and other schedules that need to be considered. Hendriks of Warbij points out another pitfall in guiding career changers: “You also have to treat a fifty-year-old as a trainee, with room to learn and grow. That is sometimes forgotten.”
|
|
'You also have to treat a fifty-year-old as a trainee, with room to learn and grow. That is sometimes forgotten'
| |
|
|
