Employment
Keeping Employees Happy & Committed To Your Business
Creating a roadmap for retention that allows employees a chance to grow is important to the success of your organization.

It’s a Saturday afteroon and I’m on one of the most active Groups pertaining to the pool industry, 14psi Pool Industry Lounge on Facebook – when a fantastic question pops up pertaining to the retention of key employees.
One of the members of the group asked an interesting question that many in the pool industry often wonder, “How do you keep employees happy and wanting to stay with your business?”
It’s a relevant question and one that has a few simple solutions that are easy to follow. Jeff Johnston, owner of Quality Clear Pools posted a simple image that really illustrates the key cornerstones of employee retention.

Employees will stay when they are:
- Paid Well
It’s vital that employees feel that they are well compensated for their labor, and paid a proper wage for the services provided. Bargain basement shopping for the cheapest talent will hold you back as an organization and hold back the quality and caliber of your work. - Mentored
There is a saying that goes “you have to sink or swim in the pool industry“, but that shouldn’t hold true to training brand new wet behind the ears workers who are in their first season of learning the ropes. Nobody likes to be thrown into a lions den. If you don’t have the resources and bandwidth to mentor new employees, perhaps delay bringing them on until you do or pay to send them for the proper training so that they can adequately perform the tasks you’ve assigned them. - Challenged
Key employees thrive on being challenged with new roles and responsibilities that enable them to prove their long term value to your organization. By not allowing employees the opportunity for personal growth within their role, there is nowhere to go and little chance to grow their skill set. - Promoted
Keeping someone confined to a role they’ve outgrown is a recipe for disaster. As people expand as individuals you have to present them with the same opportunities that allowed you to become successful. Promoting key employees to managerial and supervisory positions allows you to step back a bit and let that employee own some responsibility. It’s also important to see rule #1 because a salary adjustment should correlate with any promotion in responsibility. - Involved
Immersing your employees into the culture of your company and allowing them to be part of the history and community your business is centered around serving personally invests people. Keeping employees at arms length and detached from customers, teams, and activities is never a good strategy. The best team leaders create an atmosphere of inclusion. - Appreciated
It never hurts to single someone out for a job well done. People love recognition of their service, and it’s especially vital that you find ways to celebrate personal achievement and growth within your teams. Fostering the type of environment that punctuates milestones in an employees growth is a great way to instill a feeling that their efforts are appreciated. It’s also important to show your appreciation in more tangible ways the employee can feel in their wallet. Giving a bonus for extraordinary service is a great way to incentivize and create a positive team culture where employees feel committed to the business. - Trusted
Trusting employees to do their role is essential. Letting go of the reigns a bit is important and it enables your employees to flourish as they feel a sense of camaraderie and foundation built on that trust. Allowing key employees some visibility about the business is also essential towards establishing mutual trust and long term growth. Every business has a circle of trust and who you let into it should be based off of their contributions to the business and the merit of their character. - Empowered
Employees need to have a sense of empowerment within the role you’ve assigned them. Providing an employee with a roadmap towards achieving growth within your organization is a core fundamental. Empowering them to manage teams, take on bigger roles, or focus on more important projects is a signal to that employee that you trust them. It fufills people on a personal level to know they are matriculating to a higher level and being given more responsibility. - Valued
Key employees will stay with you through thick and thin if they feel they are valued. If your employees know unequivocally you appreciate their labor, talent, efforts, and intellect they will feel value and personal fulfillment. In reality, there probably isn’t a person on the face of the planet that doesn’t feel like their contributions are valued enough. Demonstrating that you value the time, energy, commitment and drive your key employees bring to the table is an important part in keeping them happy.
“I think we are heading into a new world order where long term employment with one company in any industry or occupation will be rare.”
Jeff Hampe
Unfortunately at the end of the day, there is no magic recipe for keeping everyone happy. Even the world’s greatest coach Vince Lombardi knew that the true measure of a successful organization is their ability to organize a winning team. That starts with finding people who are team players. Some of the most talented inviduals have trouble working in a team setting.

There is no denying that we live in a different world than our parents did. Keeping employees committed to an organization is tough in the world we live in today. In the world our parents and grandparents grow up in, folks spent the majority of their lives working for a single company. Those days are long gone for many different industries, but that doesn’t have to hold true for the pool industry. At the end of the day we each are presented with the opportunity to be the author of our own story. What defines your organization could very well be your ability to adapt these very core values as part of your strategy for mentoring growth.
Creating a culture that promotes from within and allows people the opportunity to grow starts with selecting the right people first. Keeping your A players happy is important, and it’s equally important to create the type of roadmap we spoke of for your B players as well.
What are some things you do to motivate and incentivize employees in your organization? What strategies do you use to put a winning team out on the field? Sound off in the comments.
Employment
Regional Sales Manager Position With Alpha Group

Looking for a high-reward opportunity with unlimited earning potential? Join THE ALPHA GROUP team and take your career to the next level. We’re expanding and on the hunt for driven, relationship-focused professionals who want to make a serious impact in the swimming pool industry.

Why THE ALPHA GROUP?
✔️ Competitive base salary
✔️ Health benefits
✔️ Mileage reimbursement
✔️ Expense account
✔️ All the tools you need to succeed

With over 45 years of industry expertise and a reputation for delivering unmatched value to both vendor and customer partners, we’re growing our South Central team — and you could be the perfect fit.
📍 Based in the Dallas-Fort Worth area? Even better. If you’ve got strong industry relationships and a passion for results, let’s connect.
🌍 Not in DFW? No problem. We’re always open to exceptional talent across our territory. Reach out — let’s talk.
Apply now and discover what it means to grow with a leader in the industry.
Employment
SGM – Technical Sales Representative Position (Florida)

SGM, Inc. is a global manufacturer of innovative finishes (Diamond Brite) for swimming pools, spas, and decks, as well as a leading developer of installation systems for ceramic tile and dimension stone. SGM is seeking independently motivated, highly qualified individuals to fill outside Technical Sales Representative positions in multiple Florida and regional territories.
Responsibilities and Duties
Responsibility | Description |
---|---|
Product Knowledge | Develop and maintain expert knowledge of SGM’s product line, including pool finishes, deck coatings, and installation systems. |
Lead Generation | Identify and generate new leads while managing and growing existing accounts. |
Sales Presentations | Conduct product presentations, training sessions, and on-site demonstrations for customers. |
Technical Support | Provide technical guidance and support to contractors, builders, and distributors. |
Client Relations | Maintain regular contact with clients to ensure satisfaction and address any concerns. |
Team Collaboration | Work with internal teams to optimize sales efforts and meet regional goals. |
Negotiation & Closing | Negotiate pricing, prepare sales agreements, and close deals to meet or exceed sales targets. |
Travel | Travel within assigned territories to build relationships and expand market presence. |
Qualifications and Skills
Qualification | Requirement |
---|---|
Experience | Minimum of 3-5 years in sales within the pool, construction, or tile industry. |
Industry Knowledge | Strong understanding of swimming pool finishes, installation processes, and related products. |
Education | High School Diploma or equivalent required; degree in Marketing, Sales, or Business preferred. |
Communication | Excellent communication and negotiation skills. |
Time Management | Strong time management and organizational abilities. |
Background Check | Must pass a drug test and background check. |
Employment
Pool Build Sales Representative Wanted in Senoia, GA for J&M Pool Company

J&M Pool Company is a fast-growing full service swimming pool company located on the southside of Atlanta with over 60 employees that specializes in high end custom solutions for our clients.
We are looking for an experienced Pool Build Sales Representative to create and manage multiple sales leads (at one time) and convert them to confirmed sales. You will do this by identifying leads, educating prospects on products through calls, training, and presentations, and providing existing customers with exceptional support.
A Sales Representative handles fulfilling existing accounts, obtaining new ones, and following a daily work schedule to adequately ensure the satisfaction of their customers throughout all purchase levels.
Responsibilities and Duties
● Be knowledgeable about the product and service offerings; customer selection process
and “Pool Schools”
● Identify prospective customers, lead generation, and conversion
● Responsible for ensuring customer satisfaction
● Contact new and existing customers to discuss needs
● Emphasize the features of products to highlight how they solve customer problems
● Answer questions about the products
● Create Estimates, negotiate prices, and prepare sales agreements
● Maintain contact lists and follow up with customers to continue relationships
● Coordinate with other team members and departments to optimize the sales effort
● Meet and/or exceed quotas
● Uphold J&M Values
Qualifications and Skills
● 3-5 years (minimum) of successful experience in Pool Company sales environment
● Industry knowledge and/or experience required
● Must have a High School Diploma or equivalent (degree in Marketing/Sales a plus)
● Must be able to pass drug test/have clean background report
● Proficient in template and estimate creation and management
● Strong communication skills
● Strong time management skills
Position Benefit Details
● Salary: $55,000/Year – $65,000/year (based on experience)+ Commission and Bonus
for Sales (six figure potential)
● Job Location: Senoia, GA (Relocation may be available for correct candidate)
● Healthcare, Dental, Vision
● Phone, Company Vehicle, and Laptop with Design Tools
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