Why HVAC Technicians Leave — In Their Own Words

We all know the hiring situation, although improving, still isn’t great. For contractors, just holding onto the technicians they have has become necessary for survival, because the current prospects out there aren’t looking great.  

When we polled readers back in March, a resounding 76% said they are getting applicants — but none who were actually qualified.  

This statistic alone, I think, highlights the importance of making sure competent techs are kept happy. After all, with a wave of retirements still rippling across the industry, the labor market favors the talented, and contractors need to give technicians a reason to stay. If they’re leaving to take a job down the road that pays $2 more an hour, it’s time to look inward.  

To get a better idea of how technicians are feeling in this climate, I reached out to a pair of technicians, who agreed to answer a few questions, but with the added bonus of being able to remain anonymous. As the great Oscar Wilde once said, “Give a man a mask and he will tell you the truth.  

Here is what they had to say. 

What’s your least favorite aspect of your job?  

Tech 1: The demand and customer guilt. Customers seem to want everything for nothing. I hate it when a customer will dump their life problems on me when I relay the cost of a repair or replacement of a system. I try my best to give the customer all the options available to them, but it truly has become hard to remain empathetic after a while. 

Tech 2: One of the most challenging aspects of my job is troubleshooting issues caused by improper installation or poor maintenance practices by others. These situations can be frustrating because they often create avoidable problems that take time and resources to resolve. 

Another significant frustration is when higher-ups in businesses do not listen to technicians who are updated on current industry standards, and have experience and knowledge to properly fix a problem, improve system efficiency, or enhance overall performance. Far too often, decisions are made to prioritize the cheapest repair option instead of the correct or optimal solution. This is a widespread issue across the industry where talented technicians at schools, corporations, and other organizations recommend proper installation methods or effective repairs, only to be overridden in favor of short-term cost savings. 

For example, using non-OEM parts or cutting corners on repairs might save money initially, but often results in higher long-term costs due to system inefficiencies and recurring issues. While we understand the importance of budgeting and recognize that compromises are necessary, critical repairs that could improve the system’s performance and longevity should not be dismissed or replaced with ineffective "band-aid" solutions. 

Additionally, technicians are often left out of key planning meetings for new installations or major upgrades, leading to missed opportunities to optimize system design from both an engineering and technical standpoint. In many cases, had technicians been included in these discussions, zoning and system layout could have been better designed to simplify troubleshooting, improve maintenance, and maximize performance (just as one example). These missed opportunities often lead to unnecessary complications and inefficiencies once the job is complete. 

This disconnect between decision-makers and field technicians ultimately hampers progress, undermines system performance, and prevents technicians from fully utilizing their skills to provide lasting solutions. 

What are some things in the industry you’re tired of seeing/dealing with?  

Tech 1: The negative stereotypes and those that reinforce these negative stereotypes. Customers often think we are criminals, always going to be late, showing up really dirty or stinky, and the biggest one is thinking we are uneducated. I am often perceived as if I won't know how to diagnose a broken system because I look younger, but I am, in reality, one of the more senior technicians at my company, who often gets phone calls from other techs to provide diagnostic assistance.  

Tech 2: I’m tired of seeing a lack of attention to detail and shortcuts taken to save time or costs, which often lead to subpar system performance and customer dissatisfaction. Additionally, a significant issue in the industry is the failure to follow current standards. Many technicians haven’t taken the time to read up on and educate themselves on the understanding of how the manufacturer intended the product to be used and the proper application of the products they’re installing. 

Another frustrating trend is the resistance of some older technicians, or managers, who tend not to listen to technicians who may bring fresh, newer ideas and approaches on how to do things in our field. Too often, we hear phrases like, “I’ve been doing this for 40 years.” While it can carry weight with the right person who has kept up with school and newer technology and has never stopped growing, unfortunately, this is not the case, and most times doesn’t guarantee the work has been done correctly. I always said, "Perfect practice makes perfect” — and a lot of reflection. Example: I just finished a job, I personally take time to reflect on the job and review the whole job. Even if the job turns out "perfect," the personal reflection helps me grow and see where we can improve myself.   

If you could give honest advice to someone looking to get into the industry, what would it be?  

Tech 1: Be ready to work hard and look for a company that values its employees enough to structure their schedules to the best of their ability to provide a work-life balance.  

Tech 2: My advice to anyone considering a career in HVAC is to focus on continuous learning and not cut corners on training. Understanding the fundamentals of the trade is key, but staying up-to-date with technology and industry standards will set you apart. Also, patience and problem-solving skills are critical, as every system and customer has unique challenges. 

What is the best thing about your job?  

Tech 1: Hands down, the feeling when you can get a system repaired for a customer when they are assuming the worst. There is nothing like the joy-turned-appreciation from another when you get to save them from what they perceive to be a really tough situation.  

Tech 2: The best part of my job is the satisfaction that comes from solving complex problems and knowing that my work improves the comfort and safety of others. I also enjoy mentoring newer technicians, sharing my knowledge, and contributing to a stronger team. 

What would cause you to leave your company for another HVAC contractor?  

Tech 1: Continued disorganization, false promises of positive changes to come, lack of work-life balance, and lack of respect.  

Tech 2: I would consider leaving my company for another contractor if there was a significant opportunity for professional growth. Another major reason why technicians leave companies is compensation and benefits. Many businesses fail to recognize the value of a high-end, well-rounded HVAC technician. While it’s understandable that smaller businesses might not have the resources to offer competitive packages, the reality is that technicians often leave smaller companies for larger ones because of better benefits, higher pay, or comprehensive packages. 

Interestingly, it’s not always the biggest companies offering the best deals. Medium-sized companies often provide more attractive packages as they seek key, high-performing individuals. These companies understand that having a handful of skilled technicians who can contribute effectively is more valuable than an oversized workforce. Moreover, these companies are often better at listening to employees' suggestions and creating an environment where technicians feel heard and valued. 

What makes a difference isn’t just monetary compensation — it’s whether the leadership is willing to listen. Businesses lose top talent not only because of inadequate pay, but also because they fail to engage with technicians who identify problems and propose solutions to those problems. Skilled technicians are not just complainers; they bring ideas to the table. For example, when I raise an issue, I often present one or more possible solutions, such as “Here are two ways to address this,” or “This is a problem, and we should consider A, B, or C to resolve it.” Companies that dismiss these contributions or fail to follow through lose valuable opportunities to grow, both individually and as a company. 

Not every idea will be actionable, and not every problem will have a clear solution. However, companies that create an open dialogue — acknowledging the input of their team and keeping conversations going — retain talent and foster innovation. This is especially critical as new technology continues to evolve in the field. By inspiring employees and embracing collaborative growth, companies can ensure they remain competitive and relevant. 

Ultimately, the HVAC field struggles to retain talent because technicians, particularly younger ones with fresh perspectives, often feel unheard. The companies that are willing to adapt their business models to listen, innovate, and implement change are the ones that will attract and retain the best talent. Sometimes, all it takes is for employees to feel that their voices matter for them to stay loyal and engaged.