Greenhouse Success Stories Podcast sponsored by Harnois Greenhoues - Episode 2
Across North America, growers continue to face a persistent and costly challenge: greenhouse labor shortages that affect productivity, crop quality, and long-term operational stability. Whether you operate a commercial greenhouse, a research nursery, or a specialized production facility, finding and retaining trained workers has become one of the most challenging obstacles in the industry. As operations grow more technical and customer expectations rise, the need for a skilled and reliable workforce becomes even more urgent.
A recent iGrow News feature highlights an approach gaining traction among experienced growers: mentoring and succession planning as a strategic way to address ongoing labor shortages. The article focuses on the experience of Laura Martin, Head Grower at the Shackan Indian Band Nursery in British Columbia, who explains why mentorship is not a luxury but a necessity for greenhouse operations of all sizes.
The Root of Greenhouse Labor Challenges
For many growers, especially those in rural areas or specialized sectors such as native species propagation, the talent pool is minimal. It is common for growers to post job openings for months without finding candidates who understand greenhouse work or who are comfortable with the physical, seasonal, and technical nature of the job.
Several factors amplify these labor challenges:
- Lack of hands-on greenhouse training in many horticulture and agriculture programs
- Competition from other industries with more predictable work environments
- A retiring workforce is leaving behind valuable institutional knowledge
- Remote production sites far from large talent pools
- Growing technical skill requirements, from climate controls to integrated pest management
These realities have pushed many growers to rethink how they attract, train, and retain labor, and mentorship has emerged as one of the most effective solutions.
Why Mentorship Works
Martin emphasizes a core principle that resonates strongly in today’s greenhouse environment:
“Always mentor somebody to be your person.”
Instead of relying on a single key employee or scrambling to fill positions when someone leaves, she advocates building a system that continuously transfers knowledge. This reduces vulnerability, increases consistency in production quality, and keeps greenhouse tasks running even when senior staff take leave or move on.
Mentorship tackles greenhouse labor challenges in several practical ways:
1. Skill Development Through Real Hands-On Training
Many greenhouse tasks, such as seeding, propagation, irrigation, scouting, spacing, overwintering, and biological controls, can’t be mastered in a classroom alone. A mentor-based model allows new workers to learn directly from experienced growers, ensuring they gain real greenhouse expertise rather than theoretical knowledge.
2. Better Retention and Engagement
Employees who feel supported and coached are far more likely to stay. Mentorship provides a clear sense of progress, responsibility, and belonging within the greenhouse team.
3. Succession Planning That Protects Operations
Instead of relying on one or two people, mentorship ensures knowledge is shared across the team. This protects against disruptions during busy seasons or staff transitions.
A Six-Month Training Model for Resolving Labor Gaps
The Shackan Indian Band Nursery is developing a structured six-month mentorship program for trainees, including students, community members, and aspiring growers. The program focuses on:
- Greenhouse fundamentals
- Plant production cycles
- Watering and irrigation
- Integrated pest management
- Seasonal greenhouse tasks
- Understanding of native and specialized crops
This model demonstrates how mentorship can fill labor gaps not through rushed hiring, but through purposeful workforce development.
Technology + mentorship = A Practical Path Forward
While tools like automated irrigation systems help reduce workloads, Martin stresses that technology alone cannot solve labor challenges in greenhouse production. Greenhouses still require trained eyes, skilled hands, and workers who understand plant behavior.
By combining targeted automation with a mentorship-driven labor strategy, greenhouse operations can operate more efficiently while improving staff stability and morale.
Mentorship Is One of the Most Effective Ways to Overcome Greenhouse Labor Challenges
As greenhouse labor challenges continue to affect growers across the industry, mentorship offers a proven, scalable, and human-centred solution. By investing in training, creating a culture of knowledge sharing, and preparing the next generation of growers, greenhouse operations can strengthen their workforce and secure their long-term success.