Retaining employees in the craft sector: a quantitative study with apprentices in construction and finishing trades

Purpose This study aims to investigate the relationship between the factors of autonomy, further education, appreciation and team cohesion and employee retention of apprentices in the craft sector. It draws on research on employee retention in the craft sector, which aims to discover how far firms develop human resource policies and retention strategies and training and team activities in response to skill shortages. Design/methodology/approach The paper is based on a quantitative online survey with a sample of n = 369 apprentices in the construction and finishing trades of different apprenticeship years in Germany. They were asked which factors are decisive for them to stay in the craft after their apprenticeship. The apprentices were contacted through vocational schools in the federal state of Baden-Württemberg. The study used an empirical research design, with data collected through online surveys. Findings The results show that autonomy, appreciation and team cohesion are positively and significantly associated with employee retention intention among craft apprentices, whereas perceived opportunities for further education are not. Drawing on social exchange theory (SET), the findings indicate that trust-based autonomy, interpersonal recognition and collective embeddedness function as key mechanisms of relational exchange that foster affective attachment at early career stages. This extends retention theory by demonstrating that, in craft-based small and medium-sized enterprises (SMEs), relational work characteristics outweigh formal development opportunities and may constitute a competitive advantage in volatile labour markets. Practical implications The results emphasise the need for managers and HR managers of skilled trades companies to develop measures during apprenticeships from the first year onwards to address the apprentices’ need for autonomy. This includes the early transfer of responsibility or the autonomous realisation of construction sites. The promotion of team activities outside of working hours is also very important. This can be achieved through small but real attention, such as regular team meetings, excursions or other team-building measures. Appreciation can be seen in small things but should be felt regularly. Originality/value This paper empirically examines the role of autonomy, appreciation, teamwork and continuing education on retention among craft apprentices to address the future shortage of skilled workers. Drawing on SET, this study shows that relational exchange cues, rather than formal development opportunities, are central to explaining retention intentions among craft apprentices. It provides valuable insights for SMEs.