Growing up, I was always told the same thing in school: you have to go to college. Even in a small-town in the country, where trade work is often passed down from one family member to another, the importance of higher education was instilled in us for years. College came to symbolize success and upward mobility. Guidance counselors, parents and even the media often reinforced the idea that college was the “best” path. Trades, while essential, were definitely portrayed as a fallback or second-tier option.

People who really didn’t know what they wanted to do were still encouraged to go to college. I even saw the effects of this firsthand. During orientation, when everyone was going around introducing themselves and talking about why they came to college, I lost count of the amount of people who said, “I’m not really sure what I want to do.” People were taking out massive loans without any real idea what they would do with the degree that came from it.

I really don’t blame those people – like I said, my age group was told that college was our only option for a successful future. When you’re told that there’s only one path to success, you follow it.

Thankfully, I can see growing recognition for the value of skilled trades, especially amid the current labor shortage. Educators and policymakers alike are encouraging people to enter the trades (earlier this month, I wrote about a new executive order aimed at promoting skilled trades and apprenticeships); but, the “college is the only option” thinking that has permeated for years has had a lasting effect on the industry. There are industry professionals that are ready to retire, but the upcoming workforce hasn’t had the same training that previous generations have had access to.

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With demand spiking and over 480,000 skilled trade jobs currently unfilled, plumbing contractors are scrambling to secure qualified talent ahead of peak season. Jessie Barrack, SVP of Business Development at Xplor FieldEdge, speaks about how top contractors are navigating this growing labor crunch—and the smart hiring moves they’re making now to stay ahead.

So, how can we prepare the upcoming workforce for the job?

One way is to offer internships and ride-alongs. That first-hand experience is vital to capturing the attention of the next generation. Ride-along days are a great way to give more personal attention to anyone who might be interested in the trades, but without the full commitment of an internship. I would recommend seeing if you can partner with a local school; high school job fairs are a fantastic way to attract students who are eager to learn, and cultivate that desire.

Allow your young workers time to learn. Mistakes will happen; turn them into learning opportunities. Do your best to create an environment where questions are encouraged! We all start somewhere, after all. And, most importantly, recognize growth when you see it. Gen-Z workers seem to thrive off of praise, so don’t be shy with it!

Mentorships are also a must. Pairing newcomers with someone more experienced not only encourages positive relationships between employees, but also gives them someone to turn to with any questions about what to expect from the job from someone who does it every day. Regular check-ins can also be helpful; make sure no one is suffering in silence! Create an environment where no one is afraid to ask questions.

Overall, remember this: Gen-Z is inheriting the trades at a difficult time. Uncertainty and shortages of all kinds are all that they know right now. But, there’s a high demand for trade workers today. Be patient and proactive, and you can help prepare the next generation of trades workers to be the best one yet.