By Craig Lourens: ActionCOACH Business Coach
In the plumbing trade, tools can be bought but wisdom is earned. And if you want your business to grow beyond what you can do with your own two hands, then mentoring your apprentice or team is a great place to start. You will see success in your business when you train and mentor others to do the work you currently do.
©Plumbing Africa
Being a good plumber gets you jobs. Being a good mentor builds you a business that can operate successfully without you.
Here’s how to step into that mentor role with confidence.
1. Share What You Know (Even the Hard Lessons)
A true mentor doesn’t just show someone what to do, they teach why it matters. Don’t just bark orders; explain the reason behind each step. When you show someone how to think through a problem, not just follow instructions, you’re building problem-solvers, and that’s pure gold in this industry.
And yes, share your mistakes too. Apprentices learn faster when they know you’ve also taken a wrong turn or two.
2. Be Patient, But Don’t Baby Them
Everyone needs room to grow, but growth requires responsibility. Give your team space to try, fail, and figure things out, just don’t let them coast.
Use short, direct feedback. “That’s not straight.” “You forgot the washer.” “Good hustle today.” Keep it honest, not emotional. Catch your team doing things right! That’s how they’ll respect you, and improve.
3. Set the Standard and Reinforce It Daily
Great mentors lead with consistency. Set clear expectations from Day 1: Timekeeping. Respect. Clean finishes. Clean van. Clean uniform. No compromises. If you let things slide early, you’ll be correcting bad habits for years.
Make it known: we do things properly here and then prove it through your actions.
4. Involve Them in the Business, Not Just the Tools
The smartest business owners develop plumbers who understand more than just pipework. Involve your team in quoting jobs, dealing with suppliers, writing up invoices, and explaining issues to clients. This is how you turn technicians into future team leaders.
Even better, get them using job management software, like Serve Craft, tracking hours, and understanding margins. A switched-on team member who knows how your business runs is worth their weight in copper.
5. Build a Culture, Not Just a Crew
Mentorship isn’t about control, it’s about culture. If your team feels like they’re just there to make you money, they’ll leave. But if they feel like they’re part of something, they’ll stay, grow, and protect the brand.
Have regular toolbox talks. Create simple systems. Celebrate when someone steps up. Make it known that loyalty, initiative, and pride are rewarded.
Freepik
Final Word
Mentorship is the cheapest succession plan you’ll ever create. When you take the time to invest in your people, they’ll give you loyalty, better work, and help you sleep easier at night knowing the business doesn’t fall apart when you’re off-site.
So, show up. Pass it on. And remember you’re not just teaching plumbing, you’re building people.
Let’s grow the next generation of professionals. Our industry needs them.
