An Open Letter to the BAS Community: How Mentorship Can Fill the BAS Talent Gap

An Open Letter to the BAS Community: How Mentorship Can Fill the BAS Talent Gap

Transforming Young Talent into Skilled Professionals

Through the Power of Mentorship

The week of Feb 6, 2023, I had the opportunity to attend the AHR Expo in Atlanta. While there, I had the opportunity to attend several extremely worthwhile sessions sponsored by AutomatedBuildings.com.

The very first session, a panel discussion titled "Staffing a BAS Company – Generation IP – the New BAS Paradigm," was one of crucial importance to everyone in our industry.

This session was an excellent opportunity to hear from several distinguished panelists whose work and opinions are shaping the future of our industry. The discussion was enlightening, and I was grateful for the chance to learn from some of the best in the business.

Apprenticeships & Mentors

One topic that came up several times was that of apprenticeships and mentors. A mentor is a noun defined as “an experienced and trusted adviser” or “a trusted counselor or guide.”

As I ponder the topic of mentoring for this open letter, I came across a powerful passage in Proverbs 27:17: "Iron sharpens iron, and one man sharpens another."

This verse is often used to illustrate the significance of Christian fellowship, where we grow in our faith through our interactions with other believers. In parallel, this idea can also be applied to mentoring relationships, where mentors and mentees sharpen each other through their interactions and experiences together.

We all know the BAS labor market is in dire straits and there are multiple factors contributing to it. Rather than delving into the details, let’s imagine we are having a chat over a long lunch instead.

Having a Chat Over a Long Lunch About the BAS Labor Shortage

Let’s imagine we are all sitting together at a long lunch, engaged in a thought-provoking discussion on a very serious topic – the BAS labor shortage. The atmosphere is one of focused attention and respectful listening, as each person takes turns sharing their perspectives and experiences.

The table is filled with food, glasses of drinks, and the sound of forks and knives clinking against plates. The energy is serious, but not tense, as everyone is fully invested in the discussion and eager to learn from one another. The long lunch serves as a perfect setting for a deep dive into a complex issue, allowing for unhurried and productive conversation.

As the conversation progresses, I have the chance to share my perspective.

I am a 30-year veteran of the building automation trade. During this time, I have had the privilege of being taught and mentored by some of the finest Journeymen from Pipefitters Local 211 as well as several accomplished Journeyman Electricians. These skilled mentors had undergone their own apprenticeships early in their careers also learning from accomplished Journeymen and mentors in the trade.

In 2022, I retired from the day-to-day BAS world to take care of my family. During my retirement, I was blessed to meet Skip Freeman. He took me under his wing and gave me a chance at a new career path, a recruiter who focuses on the building automation industry.

For the past nine months, Skip has been my mentor and friend. He has allowed me to fail, complain, be vulnerable, and succeed with him. There have been a few times when I didn’t understand Skip’s thoughts and processes. And while I may not have completely understood them at the time, Skip was (and still is) my mentor and I trusted him.

With his advice, time, and the most crucial piece, his stories, I learned the lessons he was teaching me. Those lessons were both physical and mental. Some were meant to be done in the moment while others required patience. And sometimes his advice came in the form of silence, the loudest noise there is. Skip is the definition of a mentor.

Generation IP – the New BAS Paradigm

As the name of the AutomatedBuildings.com session states (Staffing a BAS Company – Generation IP – the New BAS Paradigm), there is a new paradigm among the generation who will take our place in the workforce. It was mentioned that this generation, these “kids,” as they have often been called, all have grown up with screens in their hands instead of soldering irons and wrenches.

And unless we do something about it, this “IP generation” will not have the privilege of spending years on end with their Journeyman learning their chosen trade as I did.

??These “kids” WILL NOT be able to go to lunch and listen to a couple of “old salty dogs” reminiscing about the good ole times.

??These “kids” WILL NOT be able to be introduced to different personalities.

??These “kids” WILL NOT be able to learn the history of the multiple buildings they are servicing.

??These “kids” WILL NOT be able to connect as quickly with customers as they should without knowing some knowledge and history of the buildings they are servicing.

??These “kids” WILL NOT learn advanced techniques that save time and money.

If these “kids” were your kids, would you want to deny them time with their grandparents? Would you deny them time with their aunts or uncles? Would you deny them a chance to learn? Of course, you wouldn’t.

How are these “kids” whom you are hiring different from your flesh & blood kids?

??These “kids” are smart, just like your kids.

??These “kids” want what you have, just like your kids.

??These “kids” deserve an education, just like your kids.

??These “kids” need someone to invest in them, just like your kids.

??These “kids” are essential, just like your kids.

As an Old Salty Dog, let me be Blunt

There are hundreds of BAS professionals like me, “gray hairs,” who have retired or soon will be retiring who are a wealth of knowledge and are just waiting for the chance to teach this next generation of “kids.”

Melissa Boutwell, President of Automation Strategy & Performance and one of the panelists at the session, stated that losing my generation to retirement is analogous to the burning of a whole library of books.

It is disheartening to witness the loss of valuable knowledge and stories as the aging members of my generation retire. Every day, this wealth of information goes up in flames, and although you as business owners or managers may not be the ones directly responsible for this destruction, you bear witness to it.

As these individuals retire, we will generally celebrate their accomplishments with a party and a parting gift, believing that we are granting them a peaceful exit from their careers. However, I must assert that there is no peaceful exit, and to suggest so is fallacious. The knowledge and experiences of these retiring individuals are indispensable resources that can be passed on to future generations, and it is our joint responsibility to ensure that this information is preserved and utilized to the fullest extent possible.

For those of us retiring, our long awaited lengthy vacations and special road trips eventually end. The “honey-dos” get done, and then what? These “books of knowledge,” as Melissa describes, are now sitting around waiting for the opportunity to be read.

Whether it is pride, fear of rejection, or simply due to lack of awareness, they may not reach out to you to ask to become a mentor.

YOU, the President, Owner, CEO, Director…it is you who must vigorously seek out these “Books of Knowledge” and engage them.

Reach out to us, the “old salty dogs,” and encourage us to spend a day or more a week shadowing your IP generation. Let us run the laptop while the “kids” do the footwork and perform point-to-point checkouts. Let these mentors of our industry teach the “kids” how to perform their jobs properly and most importantly, safely.

Engage these seasoned experts in our industry who possess a wealth of knowledge and expertise that is invaluable to the next generation. We propose that you offer them the opportunity to shadow your incoming workforce, spending a day or more each week working alongside the new IP generation.

Mentor-Mentee Model

By utilizing this mentor-mentee model, these experts can impart their knowledge and experience to the younger generation, teaching them how to effectively perform their jobs.

In cases where physical limitations prevent these experts from being present on-site, it is vital to recognize that their knowledge is still of great value. For example, individuals in office positions such as control design engineers can benefit just as much from their expertise as startup technicians. The opportunities to learn from and engage with these experts are numerous and should be explored to their fullest potential.

We strongly encourage you to take advantage of these experienced mentors and the knowledge they possess. Do not hesitate to inquire about how best to utilize their expertise and the most effective ways to pass on this invaluable knowledge to the younger generations.

Let’s talk money, shall we?

It is not uncommon to hear business owners and managers express concerns about their inability to afford mentorship programs. However, I urge you to consider the long-term value of investing in mentorship, as it is an investment in the future of your business. In my experience, mentors with vast knowledge and expertise will often exceed your expectations, and it is crucial to acknowledge their true worth by compensating them appropriately.

In parallel, I hear this too about training and mentoring folks: "What if we pay to train someone and they leave?” Think about this, “What if you do not train them and they stay?” Investing in mentorship is an investment in the future of your business, and it should be treated as such. (And, by the way, training is one of the benefits the current IP Generation wants in a career. So, when you train them and mentor them, they are much more likely to stay.)

In my experience, most of the mentors who are approaching retirement or have already retired are willing to teach anyone who seeks their guidance. They recognize the importance of passing on their knowledge to the next generation, and they are passionate about making a difference.

They will be fair with you if you are fair with them because, fundamentally, they simply want to “pay it forward.”

It is my opinion that those of us who are at or very near retirement are willing to teach anyone who asks. We, the mentors, can only move the needle of education if you, the business owners and management, get involved and allow us to do what we know best, teach our trade. Who knows, you may want their advice too! Remember…“Iron sharpens iron, and one man sharpens another.” [(Proverbs 27:17.)]

How do you find potential mentors?

As a recruiter in the industry, I am in touch with those retiring on a consistent basis. I am happy to do what I can to connect you with someone. This is NOT something that you would be expected to pay for. This is my way, as one of the “salty dogs” of “paying it forward.”

About the author:

Kyle Veazey is a building automation professional who has been working in the building automation industry for 31 years. Kyle began his career as an apprentice installing pneumatics at Texas A&M University. For the next 20 years Kyle worked for Class 1 Controls installing, designing, starting up and servicing critical enviroments. Rounding out his career Kyle spent four years with Graves Mechanical of Houston supporting and designing for their controls department. There he continued to specialize in designing building automation systems for critical enviroments. Today, Kyle uses his years of knowledge to recruit with Skip Freeman for the building automation industry.

To contact Kyle:

[email protected]

https://www.dhirubhai.net/in/kyleveazey