End-of-year guide for HVACR companies: retention, training, and hiring prep

Posted on:

December 1, 2025

We’ve all heard of spring cleaning, but for HVACR, you’re far too busy running calls to focus on smaller improvements during the busy season. That’s why Q4 is the perfect time to turn your attention inward. The shoulder season gives you space to review, refresh, and clean up your team before the end of the year, so you can start 2026 strong.

This year has been tight for many contractors. A milder summer and high mortgage rates slowed demand, and for some, growth plans have shifted from expansion to retention. We’ve seen many clients focus on keeping their core employees engaged, supported, and motivated.

In this blog, we’ll share practical, low-cost actions you can take to reduce turnover, improve productivity, and position your business for an easier hiring season in 2026.

Quick retention wins you can make this month

Employee retention doesn’t always require big raises.

Start with these simple, effective steps to strengthen your team:

Conduct stay interviews: Check in with your employees before they start looking elsewhere. Ask how they feel about their role and your company, and what improvements they’d like to see. Their feedback will help you identify potential issues early and show you who may need more support.
Invest in training for your team: The shoulder season is prime time for training and career development. Employees are more likely to stay with employers who invest in their growth. Add training to your annual budget—it pays dividends in loyalty and productivity.
Recognition and reward: Turnover often starts when employees stop feeling appreciated. A simple shoutout, team lunch, or “Employee of the Month” recognition goes a long way toward reinforcing engagement and building a positive team culture.

Hiring tips during the slow season

We see this every year with our clients: the shoulder season might not feel like the ideal time to hire, but it’s the perfect time to plan your next hires.

Use this period to prepare updated job descriptions, job ads, onboarding materials, and training plans for the roles you’ll need in 2026. Planning ahead saves time, prevents rushed decisions, and helps you attract higher-quality candidates.

Think about it—how many times have you needed to hire a service tech fast, only to find slim pickings or poor fits? Starting early gives you the lead time to find someone who truly fits your culture and technical needs.

And here’s a bonus: the slow season is one of the best times to hire experienced technicians. As hours are reduced in other shops, strong techs may be open to new opportunities they wouldn’t consider during the busy season. Strategic timing can help you attract top talent without competing in the heat of summer.

HR checks and prep for 2026

As 2025 wraps up, it’s the perfect time to review your HR compliance and make sure your policies are current for the new year.

Here’s a quick checklist to start with:

Policy updates: Review your employee handbook for any changes in state or local laws. Leave of absences, sick time, and pay transparency requirements often change and need updates. In addition, ensure that your benefit policies follow best practice and remain competitive in the market. Make sure employees sign off on updated versions to stay compliant. (If you’re not sure where to start, we can help with a quick review.)
Exit interviews: Did anyone quit or retire this year? If you didn’t conduct exit interviews, consider adding them in 2026. Structured offboarding gives you valuable feedback about why employees leave (poor management or lack of competitive pay/ career growth), so you can address concerns before they become turnover trends.

Start 2026 off strong

Cleaning up your team before the new year isn’t just about paperwork and planning—it’s about creating stability, clarity, and confidence in your crew. A few intentional actions now can pay off all year long: improved morale, smoother operations, and a team that’s ready to tackle whatever 2026 brings.

Start small. Schedule your stay interviews, block time for training, and update your HR policies. Each step helps you retain your best people and build a stronger foundation for growth when the busy season returns.

If you’d like help reviewing your policies, planning next year’s recruiting strategy, or running stay and exit interviews, our team at Recruit4Business is here to help you start 2026 with a clear, confident plan.

Recruit4Business is an ACCA Strategic Partner. To learn more about ACCA’s Strategic Partnership Program, contact partners@acca.org or visit acca.org/partners.