Across trade industries, many business owners have concerns about employee recruitment and retention, noting that it can be challenging to find quality team members and even more of a struggle to keep them. At Fresh Coat Painters, the 190-plus-unit painting franchise, local owners are supported in this area and receive guidance that not only addresses recruitment and onboarding costs but also improves consistency of work across projects and fosters a culture of care between team members.

Pat Boyle, owner of Fresh Coat Painters of Cranberry Township, has seen great success with his teams over his nearly 15 years in business. That approach recently earned industry recognition, Boyle was honored with the President’s Award at the 2026 Fresh Coat Franchise Conference, recognizing franchisees who go above and beyond in supporting their teams, strengthening the system and leading with a people-first mindset. 

Currently, three-quarters of his painters have been with him for seven or more years, including four who are approaching their 11th year. As he continues to lead the business, Boyle remains focused on the key drivers of retention to support a strong baseline that sets the stage for continued business success.

“You need good people, and you need to build a good relationship with them,” he said. “Painters in the industry are used to working, and then getting laid off in the winter. These people want to work and want to make money for their families. The first thing to think about is that, if you can’t keep them busy, they’re going to look for a job elsewhere. I feel like I work for them just as much as they work for me. They have to do their jobs, but my job is to make sure that they have jobs and opportunities to feed their families. It’s important for them to be happy in the job and be taken care of.”

During Recruiting, Focus On Character

Building strong, steady teams starts with hiring the right people. In the home services space, it’s especially important to recruit and retain team members who can perform from a technical perspective and deliver on the intangibles. Clients are letting strangers into their homes to complete projects, and it’s important that they feel comfortable and confident in the team’s skills.

“Make sure you talk to candidates on the phone, meet them in person, and do background checks,” Boyle said. “You’re never going to be perfect at hiring. It can be hard, especially when you’re starting out, because you want someone with experience. But sometimes, hiring good people is better than hiring experienced people.”

By taking the time to find the right fit up front, Fresh Coat owners are better positioned to develop team members, build stronger working relationships and ultimately increase retention.

The ‘Full Calendar’ Philosophy

Keeping a busy schedule is at the heart of employee retention. At a baseline, painters join the team to paint, and by prioritizing this, Boyle has been able to support significant tenure among his teams.

For many tradespeople, the industry's seasonal ebb and flow can be concerning, leading to winter layoffs and months of employment uncertainty. Addressing this head-on not only keeps painters engaged through a given slow season but also establishes a level of trust and security that prevents future “shop-hopping.”

“A lot of companies, during their busy time, will bring people on, then during slow times, lay those people off,” Boyle said. “If you can keep that from happening, you’re already building trust. But also, if team members are working for you and helping you make money during your busy time, it’s worth returning the favor to them and making sure they’re staying busy all year round because they’re counting on that paycheck to feed their families.”

Treat Team Members Like Family

A step above keeping painters busy, Boyle focuses on ensuring they feel recognized and appreciated as well. Investing in things like holiday gatherings and getting to know team members personally goes a long way.

Boyle does this by hosting summer get-togethers and giving out holiday bonuses.

“We try to be a family together so they know that, when they’re coming to work, it’s not just about working,” he said. “They’re going to be here, and they know that I’m going to work to keep them and keep them busy and that I care about them, not just the work they do.”

Creating an environment where team members feel valued can also facilitate more transparent conversations when potential hurdles do arise.

“It’s worth it to get to know your people,” Boyle said. “The more you know each other, the more comfortable you are with each other, and if there is a problem or maybe they have an opportunity to consider another job elsewhere, they’re more likely to talk to you about it if you’re close.”

The ROI of Long-Term Tenure

​Recruiting and onboarding can be expensive and time-consuming. Avoiding these costs is reason enough for many franchisees to focus on building strong relationships with their teams, but Boyle highlighted additional benefits of strong retention.

During the busy season, when many of the best painters are already committed to certain companies or projects, he is not scrambling to hire; he has his trusty team by his side already.

Boyle has also seen increased efficiency from established teams. The more people work together, they get to know how the others operate, and they’re able to approach projects more efficiently. Painters who have been working together for seven years, for example, will likely have smoother execution than a team that’s just getting to know one another.

Ultimately, retention takes effort, but it’s fairly straightforward, and it’s well worth it.

“Retention works for us as the owner of the company and for the employees,” he said. “If you find somebody good, hold on to them.”

To find out more information on costs to buy this franchise, please visit https://1851franchise.com/freshcoat/info.