🚀 Get 50% off the Shed Suite Marketing Platform for 3 months!* Offer ends Monday, November 27th at 11:59 PM Eastern Time!

Building Your Dream Team: Hiring and Staffing Considerations

Team building is crucial in the shed industry, and the guide covers essential hiring, staffing, and employee management strategies to foster a successful business environment.

Let's talk teams. As you step into the shed industry, one thing will become crystal clear quite quickly — you can't do it all alone. Running a shed business is not a one-person job. It requires a crew. A team that has your back. A squad dedicated to making your business dreams come true.

In this guide, we'll be diving deep into the realm of team building, exploring the critical considerations when hiring and staffing for your shed business. We'll delve into the nitty-gritty of understanding your staffing needs, comparing hiring and contracting, crafting effective recruitment strategies, conducting impressive interviews, prioritizing employee training, and nurturing a positive work environment.

So, buckle up and let's journey into the fascinating world of team-building. It's about to get seriously insightful!


Understanding Your Staffing Needs

Building a team for your shed business involves understanding the roles needed to operate efficiently. Depending on your specific business model, your staffing needs may vary. Here are some typical roles you might consider:

  • Shop Managers: If your chosen business model includes manufacturing your own sheds you’ll need a skilled production manager for each shop.
  • Builders: These are your craftsmen. They're the guys and gals who will be building, painting, and roofing the sheds, plus ensuring the quality is up to the standard you have as a company.
  • Sales Staff: They're your frontline warriors, the ones interacting with the customers, understanding their needs, and helping them choose the right shed.
  • Administrative Staff: You'll need some folks to handle the paperwork, customer service, purchasing, and all the behind-the-scenes tasks that keep a business running.
  • Delivery and Installation Team: Depending on your business model, you may need a dedicated team for delivering and installing the sheds.

Having identified the roles, the next important step is creating a staffing plan. A staffing plan is a roadmap that helps you identify the number of employees and the types of roles you'll need to fill in the future.

When creating a staffing plan, consider your budget, the size of your operation, your production capacity, and your growth plans. You might not need a full team right away, and that's okay. A good staffing plan is flexible and can grow with your business.

Remember, every business is unique, and your staffing needs might look different. What's crucial is that you're thinking ahead and making a plan to meet your business's needs as it grows and evolves.

Hiring versus Contracting

When building your team, a critical decision you'll have to make is whether to hire employees or contract out work. Each option has its advantages and drawbacks, and the best choice will depend on your specific situation and business model.

Hiring Employees

Hiring employees means you're investing in a team that's fully dedicated to your business. This can foster a strong sense of loyalty and a company culture that contractors may not provide.


  • Direct control over training and quality standards.
  • Employees are fully committed to your business.
  • Foster a strong company culture and build loyalty.


  • Greater legal and financial responsibilities.
  • Less flexibility to scale workforce up or down quickly.

Hiring is particularly relevant for shed businesses when we think about roles like builders. These folks are the heart of your operation—they're the ones bringing your sheds to life. By hiring these roles as employees, you directly control their schedule and training, ensuring your sheds' quality aligns with your business's standards.

Contracting Work

Contracting work, on the other hand, can give you more flexibility. You can scale your workforce up or down as needed, and you may be able to avoid some costs associated with full-time employees.


  • Greater flexibility to scale workforce as needed.
  • Potential cost savings on benefits and taxes.


  • Difficult to do for skilled positions like builders.
  • Less control over training and quality standards.
  • Potential lack of loyalty or engagement with your business.

However, when you contract out, especially in a shed business, you risk giving up some control over your product quality and your control over the person’s time. In a business where the product is tangible and quality is instantly noticeable, and you have delivery time commitments to customers, this is a key consideration.

Recruiting Strategies

You've got a grasp on the roles you need to fill and the structure of your workforce, but how exactly do you find these individuals? Recruitment can be a complex process, but remember, this isn't just about hiring employees. You're building a shed squad, a community that understands and shares your passion for the shed business. Here are some strategies to consider:

  • Harness the Power of Your Shed Network: No one understands the shed business quite like those already in it. Utilize your professional contacts, fellow shed builders, suppliers, and even competitors. Attend shed expos, both local and national, and participate in shed business forums. This industry-specific networking can help you discover individuals with the right skills and a love for sheds.
  • Online Job Postings: Go Beyond the Basics: Online job postings are a go-to, but remember to extend your reach beyond the typical job boards. Consider forums and websites specifically dedicated to the shed industry or related fields like construction, woodworking, and home improvement.
  • Local Trade Schools and Vocational Programs: Never underestimate the potential of up-and-comers. Forge connections with local trade schools and vocational programs. Students trained in carpentry, construction, or business sales and management can bring fresh ideas and up-to-date techniques to your team.
  • Referral Program: Leverage Your Shed-Savvy Staff: Your existing team members are a valuable source of industry knowledge and connections. Develop an employee referral program that rewards staff for recommending new talent to the shed squad.
  • Recruitment Agencies: Find Industry-Specific Help: When you're short on time, or just need a bit of extra help, a recruitment agency, especially one that specializes in construction or sales, can be an asset in finding the right fit.

Remember, every shed business is unique, and it's likely you'll need a blend of these strategies. Be creative, stay patient, and keep in mind that you're not just hiring employees, but assembling a team that will drive your shed business to new heights. You’re looking for the A-Players!

Conducting Effective Interviews

Now that you've got a pool of potential team members, the next step is to figure out who fits the shed business mold. We're not just talking about skills and experience—though they're definitely important—but also who shares your enthusiasm for sheds and understands the business. Here are some shed-focused tips to ensure you're conducting effective interviews:

  • Preparation is Key: Review each candidate’s resume thoroughly. Pay attention to relevant experience in the shed business, construction, or related industries. But don't forget to note experiences that reflect their problem-solving skills, creativity, and ability to work as part of a team—these are essential qualities for working in a shed business.
  • Shed-Specific Interview Questions: Alongside the standard interview questions, make sure to ask about their experiences with sheds. Have they ever built a shed? Sold a shed? Managed a team in a shed-related or similar industry? Their answers will give you insights into their practical knowledge and passion for sheds.
  • In-Person Workshop Assessment: Consider including a practical assessment in your interview process, especially for builder roles. This could involve a tour of your shop, a discussion about tools and methods used in shed building, or even a hands-on test. This not only shows you their skills in action, but also gives you a glimpse of how they handle themselves in a manufacturing shop setting.
  • Discuss their Vision: Ask candidates where they see themselves in the future within your shed business. This gives you an idea of their aspirations and allows you to see if their vision aligns with the company’s growth plans.
  • Be Clear About Expectations: Be transparent about the job role, responsibilities, and work environment of your shed business. Being upfront will help attract candidates who are comfortable with the nature of the work and can thrive in your company culture.
  • Follow-Up: A good interview process doesn't end when the candidate leaves the building. Follow up with them, providing feedback where possible. This not only helps them but can improve your company's reputation within the shed industry.

Remember, the interview process is not just for you to learn about the candidate, but also for them to learn about your business. Make it a point to highlight the unique aspects of working in the shed industry and your company's place in it.

Working with Family and Friends: A Common Tradition in the Shed Industry

The shed industry, like many small businesses, often thrives on the strength of close-knit relationships. Family-owned and operated businesses are quite common, and they bring a unique dynamic to the industry. Working with family and friends can create a deep sense of loyalty and commitment to the business's success. That being said, it's important to navigate these relationships skillfully to maintain a healthy work environment and personal relationships. Here's a look at some things to consider:

Strengths of Family and Friend Involvement:

  • Strong Bonds and Trust: With family and friends, you're working with people you know and trust. These strong bonds can translate into a dedicated and committed workforce.
  • Shared Goals and Values: Often, family and friends will share your commitment to the success of the business, and they may share your values too, which can help in shaping your company culture.
  • Flexibility: In times of need, family and friends are often more willing to step in and take up whatever roles are necessary.

However, even with these positives, there are a few potential challenges to be mindful of:

Potential Challenges:

  • Personal and Professional Overlap: While the close bond is a strength, it can also complicate things. Business decisions can become personal and vice versa.
  • Fairness and Balance: It's important to ensure that everyone in your business, whether family, friend, or otherwise, feels that they're being treated fairly.
  • Role Clarity: Defining professional roles can be tricky when personal relationships are involved. Clear communication about responsibilities and expectations can help.

In the end, many shed businesses have thrived with family and friends at their core. The key is to balance these personal relationships with the needs of the business. Open communication, clearly defined roles, and a shared commitment to the business's success can help in maintaining this balance. You're not just building sheds together; you're building a legacy. And that’s a journey worth sharing with the ones you trust.

Before you read on...

2x your shed business this year with Shed Suite.

Book A Demo

Employee Training and Development: Investing in Your Team's Future

Now that you've assembled your team, it's crucial to invest in their skills and growth. Training isn't just a one-time thing; it's an ongoing process that can really help your shed business thrive. Here's why it matters and some tips on how to approach it:

The Value of Training and Development

  • Boosts Productivity: Well-trained employees are more efficient and produce higher quality work. This can lead to improved customer satisfaction and ultimately, increased sales.
  • Enhances Employee Retention: When employees see that you're invested in their growth and development, they're more likely to stick around. This can save you the time and expense of constantly recruiting and training new staff.
  • Future-proofs Your Business: By constantly improving your team's skills, you're helping your business stay competitive in the ever-evolving shed industry.

Implementing Effective Training Programs

  • On-the-Job Training: This is particularly effective for shed builders. Pairing a new employee with a seasoned veteran can be a great way for them to learn the ropes quickly and effectively.
  • External Workshops/Courses: Consider sending your team members to workshops or courses specific to the shed industry. This could be anything from construction techniques to sales strategies.
  • Online Learning Platforms: There are many online resources available that can help your team members learn new skills at their own pace. This is a cost-effective way to provide training that can be customized to each individual's needs.
  • In-House Training Sessions: Regularly scheduled training sessions can be an effective way to keep everyone's skills sharp and to introduce new techniques or processes. It's also a great way to reinforce your company's standards and expectations.

Remember, a well-trained team is a more productive and happier team. By investing in your employees' growth and development, you're not just improving your business; you're also building a positive work culture that values learning and continuous improvement.

Maintaining a Positive Work Environment

Running a shed business can be hard work, and your team is at the forefront of it all. It's crucial to maintain a positive work environment, not just for the sake of employee morale but also for productivity. When employees feel valued and are comfortable in their workspace, they're more likely to contribute their best work.

Impact on Employee Satisfaction and Productivity

A positive work environment is more than just a pleasant office or a clean workshop. It encompasses how employees interact with each other, the values your business upholds, and how challenges are handled. A negative environment can lead to low morale, higher absenteeism, and decreased productivity. On the flip side, a positive environment can boost job satisfaction, enhance performance, and increase loyalty to your business.

Here are a few ways a positive work environment impacts a shed business:

  • Increased productivity: When employees enjoy coming to work, they're more inclined to put in their best effort.
  • Lower turnover: Employees are more likely to stick around when they feel valued and enjoy their work environment.
  • Improved customer service: Happy employees often translate to happy customers. Your team members are more likely to provide excellent service if they're satisfied at work.

Creating a Positive Work Environment

Creating and maintaining a positive work environment isn't an exact science, and what works for one business might not work for another. However, here are a few tips that can help:

  • Open communication: Make sure everyone on your team feels comfortable voicing their ideas and concerns. Regular team meetings and an open-door policy can foster this.
  • Recognize and reward hard work: Acknowledging your team's efforts goes a long way in boosting morale. This could be as simple as a shout-out during a team meeting or as elaborate as an employee of the month program.
  • Promote work-life balance: Encourage your team members to take care of their health and personal lives. Too much work can lead to burnout, which helps nobody.
  • Encourage team bonding: Organize team-building activities or casual get-togethers. This can build camaraderie and make work a lot more enjoyable.

Maintaining a positive work environment takes effort, but the payoff is worth it. A happy team means a thriving shed business.

Conclusion: Building Your Dream Team

  • Staffing Needs: It all begins with understanding your staffing needs. Identify the different roles within your shed business and create a clear plan to fill them.
  • Hiring vs Contracting: There's no hard and fast rule—your decision will depend on your unique needs and circumstances. Both options have their pros and cons, so weigh them carefully.
  • Recruiting Strategies: Effective recruitment involves knowing where to look for potential employees and how to appeal to them. Remember to leverage your network, attend industry events, and make good use of job boards.
  • Interviewing: A successful interview can help you find the right fit for your team. Be prepared, ask questions specific to the shed industry, and look for candidates who share your business's values.
  • Family and Friends: This is common in the shed industry, and while it can work great, it comes with its own set of challenges. Open communication and clear boundaries can make it a success.
  • Training and Development: Invest in your employees' growth. Regular training programs and opportunities for professional development can go a long way in keeping your team motivated and up-to-date with industry standards.
  • Positive Work Environment: A happy team is a productive team. Foster a positive work environment that encourages teamwork, provides ample recognition, and promotes a healthy work-life balance.

There you have it, shed business owners! We've covered quite a bit, but remember, every team is unique. Take the time to define your mission, vision, and values and remind your team of these often! And keep an eye out for the next guide in our series where we dive even deeper into the operations of shed businesses!

2x your shed
business this year

See how Shed Suite can streamline your business.

Book A Demo

Join our newsletter

Free resources to grow your shed business, insights from other shed builders and dealers, plus important new & updates from Shed Suite. One or two emails per month. No spam ever.

Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.