Annual Predictions
A New Year Checklist for Workplace Culture
As the fenestration sector continues to wrestle with skills shortages, rising competition for labour, and increasing demands on productivity, many businesses are asking the same question: what will the next generation of skilled workers look like?
For Howard Trotter, Business Manager at Shelforce, the answer lies not in chasing an ever-shrinking pool of ready-made talent, but in rethinking workplace culture from the ground up. Over the past decade, Shelforce has focused on building skills internally and creating an environment where people are supported, challenged, and encouraged to stay for the long term.
As we look ahead to a new year, Howard’ s approach offers a practical checklist for businesses across the fenestration supply chain that are serious about attracting, developing, and retaining talent …
Looking Ahead
Howard Trotter’ s experience at Shelforce shows that addressing the skills challenge is not about quick fixes or lowering standards. It is about leadership, consistency, and a genuine commitment to people.
For fenestration businesses planning for the year ahead, the message is clear: rethink who you see as talent, invest in culture as much as capability, and build workplaces where people can develop and stay. In a sector focused on futureready products and processes, creating a future-ready workforce may be the most important investment of all.
NEW YEAR CHECKLIST
� RETHINK WHAT“ TALENT” LOOKS LIKE
Move beyond traditional recruitment methods. Look for potential, attitude, and willingness to learn, especially among those often excluded from standard industry pathways.
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COMMIT TO BUILDING SKILLS, NOT JUST BUYING THEM
Accept that the pool of experienced workers is shrinking. Invest in structured training and mentoring to develop skills internally.
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CREATE CLEAR EXPECTATIONS FROM DAY ONE
From induction onwards, ensure every employee understands their role, responsibilities, and what high performance looks like on the shop floor.
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BUILD A CULTURE THAT LIVES ON THE SHOP FLOOR
Culture is shaped by everyday actions, not posters on the wall. Consistency in behaviour, standards, and communication is key.
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BALANCE SUPPORT WITH ACCOUNTABILITY
Maintain high standards while giving people the time, guidance, and space they need to reach them.
� INVEST BEYOND THE FIRST FEW WEEKS
Retention depends on long-term commitment. Continue developing people well beyond initial training, both technically and personally.
� LEAD BY EXAMPLE
Visible, hands-on leadership matters. Spending time with teams, coaching individuals, and reinforcing values through action builds trust and respect.
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PRIORITISE STABILITY AND BELONGING
Create a disciplined, purposedriven environment where everyone understands their role and feels part of the wider business.
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MEASURE SUCCESS THROUGH RETENTION AND GROWTH
Look beyond short-term output. Track staff retention, skills
development, and engagement as indicators of a healthy culture.
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KEEP PEOPLE AT THE CENTRE OF THE BUSINESS
Technology and automation have their place, but long-term success still depends on people who are supported, valued, and given room to grow. www. shelforce. com
22 JANUARY 2026 CLEARVIEW-UK. COM