Essential Insights from the 2024 Lawn & Landscape Report

In this blog post, we’re breaking down the most important trends and forecasts highlighted in Lawn & Landscape’s 2024 State of the Industry Report and webinar. Editor Brian Horn sat down with three industry pros—Donna Delaney (Dowco Enterprises), Krisjan Berzins (Kingstown Lawn and Landscape), and Lee Edwards (The Greenery)—to discuss everything from labor issues to emerging technologies. Below, you’ll find their key takeaways.

1. Labor Challenges & Solutions

Universal Hiring Struggles:

• All panelists and report contributors confirm that securing and retaining qualified labor remains the single biggest industry hurdle. From small operations to multi-branch enterprises, everyone is competing with other trades and retail/restaurant jobs that often promise easier work.
• H-2B visas remains an uncertain solution due to caps, the lottery system, and unpredictable arrival dates. Some companies rely on it to fill crucial seasonal roles, but they always need a “Plan B (or C, D, E).”

Retention & Training:

• Emphasizing career paths and growth opportunities helps convert “just a job” into a long-term career. However, some employees simply prefer to remain in a crew-leader or technician role rather than manage others—a desire managers must respect.
• Creative team-building—like photo contests, flexible work arrangements, and monthly incentive programs—boosts engagement and encourages culture-building, even when you can’t pay top-of-market wages.

Appealing to Younger Generations:

• While many younger hires still value work–life balance and technology-forward workplaces, it is not purely an age issue. Companies need to communicate the dignity, potential, and variety in green-industry roles, including using more digital tools (e. g., mobile tablets for routing, social media for recruiting).

2. The Economic & Political Climate

Election-Year Anxiety:

• Residential and commercial clients alike have shown some hesitancy and “belt-tightening” in an election year. Many landscapers expect consumer uncertainty to linger until the political climate settles.
• Conversely, holiday lighting sales can spike during election years (clients use colored lights as a symbolic show of support, or simply invest in “something cheerful” during tense times).

Pricing & Inflation Pressures:

• Equipment, truck, and material costs are still rising—cutting profit margins. Many clients now question price increases more sharply than they did during pandemic-spending peaks.
• Educating customers on the “why” behind cost increases can help avoid the perception that landscapers are inflating pricing unfairly.

3. Technology & Innovation

Autonomous Mowing (Slow Adoption):

• Several landscapers see promise in autonomous mowing for large sites—especially to offset labor shortages—but costs, complexity, and property layouts limit widespread adoption.
• Residential scenarios remain challenging; many smaller properties make current autonomous solutions impractical or cost-inefficient.

Electric & Battery-Powered Equipment:

• Ongoing equipment bans (particularly in the Northeast and West Coast) motivate some to invest in electric handhelds and mowers early.
• However, high upfront costs, limited battery life, and the lack of recycling infrastructure for spent batteries remain drawbacks.

AI & Software:

• Companies are using solutions like Aspire or similar software platforms to streamline routes, track efficiency, and manage scheduling.
• Artificial Intelligence is just beginning to surface. Some see it as an internal resource (e. g., a custom chatbot “trained” on their own SOPs) to improve consistency in service and free up staff time.

4. Cultivating Company Culture

Communication Between Branches and Crews:

• Multi-branch companies must adapt “big picture” values to local flavors, hosting separate events to celebrate safety milestones or do holiday parties. Each branch can develop its own camaraderie under a unified vision.
• Smaller companies are flexible enough to spot individual passions—like an irrigation tech who wants to do more design, or a mowing crew leader who loves shooting video—and give employees ways to grow those talents.

Recognition & Incentives:

• Frequent appreciation, such as monthly “mini-bonuses” or internal contests, fosters a sense of ownership—something especially vital for newer hires unsure about a long-term landscaping career.
• Leaders are embracing the idea that “marketing is for employees, too.” If you claim to be a great workplace, show it on social media so that prospective hires see it for themselves.

5. Growth in Uncertain Times

Balancing Maintenance & Design/Build:

• Many companies see maintenance revenue holding steadier than big-ticket design/build installations. Clients are less likely to scale back routine upkeep and more likely to put major enhancements on hold when worried about the economy.
• Some companies are selectively scaling design/build to match the changing demand, while others acquired smaller businesses to expand into new service lines or geographic areas.

Why Watch the Webinar?

Deeper Discussions: The panel dives into specific examples—like exactly how to “sell” career paths to new hires, or real-world experiences with advanced technology like autonomous mowers.

Live Q&A Nuances: Attendees asked pointed questions (e. g., immigration policy effects, bridging older/newer generations, adopting AI) that reveal how industry leaders navigate day-to-day realities.

Creative Staffing Ideas & Culture Tips: Hear more stories of how others have incentivized field teams and built camaraderie across multiple branches or with smaller crews.

You now have the headline insights of the 2024 State of the Industry—if you want the play-by-play details and opinions that bring these trends to life, be sure to watch the full webinar or dive into the published report.