There’s no shortage of challenges in today’s flat glass, window, and door sector. From skilled labor shortages to the accelerating pace of technology, our industry faces a workforce dilemma that can't be solved overnight—but it can be addressed intentionally, with patience, and with the right long-term strategies. The companies that thrive will be those that don’t just fill roles for today, but actively build the workforce for tomorrow.
As we explore how to create lasting teams, develop talent, and ensure business longevity, one theme keeps surfacing: the future workforce needs to be grown—not just found. This blog starts that conversation. And in doing so, we’ll soon explore deeper topics, such as how to pass down hard-won industry knowledge and how to ensure leadership, skills, and culture are carried forward into the next generation.
- Start with a Clear Understanding of Your Gaps
Before you can strengthen your team, you need to define where the cracks are.
- What roles are the hardest to fill? Entry-level labor, production managers, ERP specialists, CNC operators, or something else?
- Are your bottlenecks technical, cultural, generational, or a combination thereof? If seasoned employees are nearing retirement without apprentices behind them, your future risk compounds quickly.
Clarity here helps you focus your energy on training and recruiting where it counts most.
- Invest in Onboarding and Structured Training
New hires often struggle not because of a lack of will, but because of a lack of direction.
- Use the NGA’s New Hire Toolkit to ensure day-one expectations are clear, safety is front-of-mind, and core concepts are introduced in the first 30–60-90 days.
- Supplement with digital tools like MyGlassFAB or MyGlassClass.com, which offer mobile-ready, modular content in multiple languages. These allow younger workers to train in the formats they already use in daily life.
Structured onboarding builds confidence, reduces mistakes, and boosts retention.
- Create Career Paths, Not Just Jobs
Today’s employees want purpose, opportunity, and progression.
- Can your entry-level worker see a path to installer, fabricator, or even department head?
- Do you map out these paths with title changes, wage benchmarks, or certifications?
Clear advancement opportunities make your company more attractive to new hires, and more valuable to long-term employees.
- Connect with the Next Generation Where They Are
If we want to attract younger workers, we have to meet them where they are—literally and culturally.
- Attend local high school trade fairs or sponsor shop classes at your facility. Show students the opportunities in building, technology, and skilled craftsmanship. The younger generation is digitally fluent, so take advantage of this skill to train long-time staff, who might struggle with technology. When younger workers feel like they can contribute immediately, they’ll feel more valued and potentially stay longer.
- Partner with technical schools and community colleges. Many offer customized programs or apprenticeships when businesses get involved. Get involved and provide opportunities for students to visit your factor.
- Use video and social media. Highlight real employees in action, sharing why they’re proud to work in glass and fenestration.
A modern workforce expects authenticity, flexibility, and a sense of impact.
- Embrace Broad Hiring and Training Practices
The workforce of the future is broad and seeking new opportunities.
- Offer flexibility where possible—in hours, job-sharing, or accommodations.
- Make training accessible across languages and learning styles.
- Support all applicants and groups in roles they’ve historically been excluded from, whether that is in the front office or on the shop floor.
Programs that reach a broad range of your community often reveal untapped potential—and unmatched loyalty. When a worker feels valued by their boss and coworkers, they’re more likely to stay and work harder for you and their teammates.
- Blend Hands-On and High-Tech
Not every worker learns the same way.
- Offer hands-on learning for tactile learners, but don’t ignore newer approaches.
- Explore VR/AR solutions for machine training or jobsite simulations.
- Pair digital instruction with physical mentorship, so your most experienced employees help guide the tech-forward generation.
This blended method encourages collaboration and opens new doors for growth.
- Build a Culture of Mentorship and Feedback
Mentorship bridges generations, strengthens skill sets, and improves retention.
- Assign mentors from day one, especially in departments where safety or precision are essential. Monitor each mentorship and be willing to change mentors and even departments if the connection isn’t producing results.
- Use regular check-ins, not just performance reviews, to make sure employees feel supported.
- Encourage reverse mentorship, too. Younger workers can help seasoned employees adapt to new systems, technologies, or digital workflows. When workers feel valued, they contribute more to the company immediately.
These relationships become the foundation for future leadership and internal succession.
- Ask the Right Questions
To keep improving your workforce strategy, consider:
- How can we develop people, not just fill roles?
- What training systems will scale as we grow?
- Are we treating our workforce as our most valuable asset—or just as labor?
The answers may shape the way your company evolves over the next five, ten, or twenty years.
Laying the Groundwork for What’s Next
Strengthening your workforce today is the first step in building a sustainable tomorrow. And as the conversation continues, we’ll explore how to hold onto the institutional knowledge that makes your businesses and our industry strong, and how to prepare for smooth, successful leadership transitions when the time comes.
The labor crisis isn’t going away. But with deliberate workforce development, you won’t just survive it—you’ll build a team capable of leading your company into its next era.
Questions: How is your company preparing the next generation of glaziers, fabricators, and leaders? We’d love to hear how you’re building your future team.
