11/28/2025
Workforce Finders Keepers
Written by Jennifer Zurko, data compiled by Industry Insights
The scarcity of and the demand for more labor is the constant re-run of the same episode all of you are living in. It’s an old story, but looking over the responses from this year’s survey, you’re doing a lot to try and alleviate the problem in different ways.
The first is retaining the good people you already have. Employee engagement has been a running theme when it comes operating a business (and in this issue, as well), so implementing ways to keep your staff challenged, productive and happy are key to maintaining a stable workforce.
The other is the use of seasonal worker programs like H-2A and H-2B. In a new chart, we asked growers about the methods they use to fill open positions and a large percentage have been using these programs to get workers. And in this year’s open-ended question, we asked: What steps are you taking to ensure that you have a reliable workforce into the future?
There were quite a few common themes among the responses, including:
- Training and mentoring
- Offering a competitive compensation and benefits package
- Advocating for pay increases and bonuses
- Hiring strategically with better job descriptions and better onboarding
- Regular communication and updates
- Cross-training with other departments
- Hiring interns and partnering with local colleges
- Building a company culture that fosters respect
But quite a few mentioned utilizing H-2A, specifically saying that having these workers not only ensures that the work gets done, but that it also directly—and positively—impacts their full-time staff. The extra workload burden doesn’t fall on them and it keeps things running smoothly during the busiest seasons. One respondent even said that they’ve been advocating for H-2A reform with their local and federal representatives. With the demand for seasonal workers continuing to increase and the current state of government, that’s more important than ever.
Some other comments:
Administering an anonymous engagement survey to all employees each year utilizing feedback for decision making; retaining high performers with career paths and growth opportunities; continuing to emphasize care and quality with our products; addressing performance issues early.
Continue to give raises annually; work with flexible schedules; try to have good equipment and help make the job fun.
I find taking the time to check references is one of the best ways to ensure which workers you want and helps with getting reliable workers. A good working environment also plays a huge part in retaining your workforce.
Listening to employees if they leave the company and take their suggestions/thoughts and act on them.
We work with the local Hispanic outreach groups. We sponsor events and donate to the organizations. In turn, they send referrals our way.
Setting up an evaluation system along with a pay matrix that takes inflation into account so employees know what they can expect for raises each year.
Something I find very important is work culture/atmosphere. If you provide a positive healthy environment for your staff, you will typically retain the right people. When you have the right people they usually are reliable.
Who responded to our survey?
Of the greenhouse grower respondents, 41% said they also have a nursery operation, 46% sell retail and 15% have a landscape division.
Production Size
Less than 100,000 sq. ft. – 19%
100,000 to 499,999 sq. ft. – 29%
500,000 sq. ft. or more – 25%
Customer Base
IGCs – 56%
Big box stores – 26%
Supermarkets/Small hardware stores – 34%
Florists – 21%
Landscapers – 59%
Other wholesalers – 46%
Direct-to-consumer (including online and catalog sales) – 42%
Fundraisers – 22%
Brokers – 18%
Municipalities – 9%
Region
East – 14%
West – 17%
Midwest – 39%
South – 22%
Canada – 8%
Staffing
How many people do you employ during peak season?
Average full and part time is 137 with an average full time of 113
Do you use H-2A or H-2B?
Yes – 39%
No – 61%
For those who answered yes, the average number of workers they get through those programs is more than 90.
Compensation
Hourly Employees (U.S. only, average per hour)
Temp/Seasonal General Labor = $16.15
Part-Time General Labor = $16.29
Full-Time General Labor = $17.09
Healthcare & Other Benefits
401(k) matching terms
100% - 53%
50% - 13%
Other terms – 44%
Types of medical plans offered
PPO – 58%
HMO – 26%
High-deductible plan – 61%
Health Savings Account (HSA) – 58%
Opt-out of coverage – 16%
Health Reimbursement Account – 11%
Self-insured (fully or partially) – 11%
