Building a Strong Workforce: How SpringGreen Franchisees Can Succeed in Today’s Labor Market

When you think about starting a SpringGreen franchise, one big question probably comes to mind: “Will I be able to find good workers?” It’s a fair concern. You’ve likely seen news about immigration enforcement and labor shortages. But here’s what might surprise you—the landscape industry is building real solutions to these workforce challenges. And SpringGreen franchisees have access to strategies that are working right now.

The Industry Is Taking Action

The National Association of Landscape Professionals (NALP) recently released its 2026 Impact Report. The message is clear. The landscape industry isn’t waiting for workforce problems to solve themselves. Instead, national leaders are investing in programs that create real pathways for finding, training, and keeping quality employees.

The report shows that NALP has launched multiple initiatives to strengthen the workforce pipeline. These aren’t just ideas on paper. They’re active programs that are already connecting landscape companies with talented workers across the country.

A 50-Year Track Record of Talent Development

One impressive workforce program is the National Collegiate Landscape Competition (NCLC). It’s celebrating its 50th anniversary in 2026. Every spring, nearly 800 students from more than 60 horticulture and landscape programs compete, learn from industry professionals, and connect with companies looking to hire.

Think about that for a moment. While other industries scramble to find qualified workers, the landscape profession has been building a talent pipeline for half a century. These aren’t just any students. They’re young people who have chosen to study landscape management and horticulture in college. They’re motivated, trained, and ready to build careers in this field.

For SpringGreen franchisees, this represents a significant advantage. Companies that participate in NCLC gain early access to emerging talent. They can build relationships with students before they even graduate. It’s like having first pick from a pool of pre-qualified candidates who already understand the industry and are passionate about it.

Reaching Future Workers Where They Are

But NALP isn’t stopping with college students. The association understands that building a
strong workforce means reaching young people even earlier—before they’ve decided on a
career path. That’s where innovation comes in.

The NALP Foundation launched “Landscape Design Empire” on Roblox. The results have been
remarkable. Since March 2024, the game has attracted more than 200,000 unique players. It
now ranks in the top 1% of all Roblox experiences. This isn’t just a game. It’s an interactive tool
that gives young people hands-on experience with landscape design through commercial and
residential projects.
While other industries struggle to attract young talent, the landscape profession is meeting
them where they already spend time—online and gaming. These young players are learning
that landscape careers involve creativity, technology, problem-solving, and real business
opportunities.
According to the Bureau of Labor Statistics, employment of grounds maintenance workers is
projected to grow in the coming years. This growth is driven by increased demand for lawn care
and landscaping services. This means the industry is expanding. The programs designed to
attract new workers are more important than ever.

Multiple Pathways to Building Your Team

These workforce initiatives create multiple pathways for SpringGreen franchisees to find
employees. You’re not limited to one single source. You’re not dependent on traditional hiring
methods that may not be working as well as they used to.
Consider the options:
College-ready professionals: Through programs like NCLC, you can connect with students who
have formal training. They understand plant science, proper application techniques, and
customer service. These are core skills needed in a SpringGreen franchise.
Career changers: Many people looking for meaningful work are discovering that landscape
careers offer good pay, outdoor work, and the satisfaction of improving properties. The visibility
of programs like Landscape Design Empire is helping to change perceptions about what
landscape careers can offer.
Local talent development: SpringGreen’s franchise model emphasizes local community
connections. By partnering with local schools and vocational programs, franchisees can develop
their own talent pipeline specific to their market.

The H-2B Reality: Legal Options Still Exist

Let’s address a big concern: recent news about immigration enforcement and ICE raids. It’s
understandable that potential franchisees are worried about this. But it’s important to separate
fact from fear.

NALP’s Government Affairs team has been actively working to protect legal pathways for
seasonal workers. They work through the H-2B visa program. The Impact Report shows they
successfully secured language in recent legislation. This allows the administration to release up
to 64,716 additional visas for seasonal work. They’re also working with lawmakers on both sides
of the aisle. Their goal is to preserve the “Certified Seasonal Employer” designation. This
provides predictability and stability for companies that rely on seasonal help.
The key word here is “legal.” The H-2B program is a lawful, regulated pathway for seasonal
workers. The U.S. Citizenship and Immigration Services oversees this program with clear
guidelines. Companies that follow the rules have a legitimate option for addressing seasonal
labor needs.
For SpringGreen franchisees, this means you have legal options if you choose to use them. The
landscape industry has an organized, experienced support system through NALP. They help
navigate these programs correctly.

Building a Business on Solid Ground

Here’s what often gets lost in workforce discussions: successful SpringGreen franchisees aren’t
just finding people to fill positions. They’re building teams of skilled professionals who take
pride in their work. These employees see real career opportunities.
Research from the Small Business Administration shows that small businesses that invest in
employee development have better retention rates. This includes competitive wages and
positive work culture. This applies directly to franchise operations like SpringGreen.
The landscape industry’s investment in workforce development is creating a new generation.
From college competitions to gaming platforms, young people are seeing lawn care and
landscape management as legitimate, rewarding career paths. They’re not viewing these as just
temporary jobs. This shift in perception is already happening. It benefits franchisees who
position themselves as professional operations offering real opportunities.

What This Means for Your SpringGreen Franchise

When you invest in a SpringGreen franchise, you’re not doing it alone. You’re joining an industry that has spent decades building systems to address workforce challenges. You have access to:

• Proven hiring and training programs developed over 50 years
• Industry partnerships with educational institutions nationwide
• Legal pathways for seasonal workers, supported by experienced advocacy
• A growing pipeline of young people who see landscape careers as attractive options
• Best practices from thousands of successful landscape companies

The NALP Impact Report also reveals that the association is investing in research. This research helps members improve operations and profitability. The 2025 Financial Benchmark Report and Sustainable Landscape Practices publication give franchisees practical tools. These tools help run more efficient operations. Efficient operations are easier to staff. They create better working conditions and clearer career paths.

The Bottom Line

Yes, workforce challenges exist in every industry right now. But the landscape profession isn’t sitting still. Through strategic programs, legal advocacy, and innovative outreach, organizations like NALP are actively building solutions.

For potential SpringGreen franchisees, this should be reassuring. You’re not entering an industry that’s ignoring its workforce problems. You’re joining a profession that’s investing millions of dollars and decades of experience into solving them.

Will you need to work at finding and keeping good employees? Absolutely. Every business does. But you’ll have proven tools, industry support, and multiple pathways to build a strong team. You’ll benefit from programs that are already working to attract talent to the landscape industry.

The question isn’t whether you can find workers for a SpringGreen franchise. The real question is whether you’re ready to use the resources and support systems that already exist. The infrastructure is there. The programs are working. The opportunity is real.

And with the landscape industry’s commitment to workforce development only getting stronger, the future looks even brighter for franchisees who are ready to take advantage of these strategic advantages.