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“You have to address the fundamental fears that people have in the workplace,” Woodall says. “The fear of not belonging, the fear of not contributing and even the fear of losing their freedom.”

For HVAC and sheet metal contractors, these fears often show up in:

• A lack of communication from leadership. 
• Micromanagement that kills innovation and morale. 
• An “old-school” mentality that resists new ideas and change. 

Instead of fixing these issues, many companies try to mask them with grand “culture initiatives” that don’t actually change behavior. That’s why the first step to real improvement is acknowledging that culture isn’t a one-time project; it’s a daily practice.

Simple Leadership Fixes That Actually Work
Once a residential HVAC contracting company understands why culture matters, it’s time to do the real work of fixing company culture. Woodall suggests these three steps:

1. Rethink Leadership Moments. Great leadership isn’t about dramatic speeches or annual company retreats. It’s about small, everyday actions that build trust and morale. 

“Think about the best boss you ever had,” Woodall says. “What did they do? Start there.”

For contracting businesses, this could mean:

• Taking five minutes to check in with a technician before they head to a job. 
• Publicly recognizing someone’s hard work at a team meeting. 
• Listening to employees’ concerns and actually acting on them. 

2. Stop Confusing ‘Urgent’ With ‘Important.’ The HVAC and sheet metal industries are fast-paced and demanding. But when everything feels like a fire drill, company culture takes a hi

Woodall advises leaders to make time for what truly matters — not just the next job on the schedule. “Yes, emergencies happen, but if you don’t prioritize team development, you’re just running in circles,” he points out.

Instead of letting culture take a backseat, schedule time for leadership moments, even during peak seasons.

3. Embrace Differences Instead of Fighting Them. What’s one of the biggest culture mistakes companies make? Expecting every employee to work and think the same way.  

“You hired different people for a reason,” Woodall says. “So don’t expect them to be the same.” That means:

• Encouraging experienced workers to mentor newer employees, rather than just criticizing them. 
• Creating space for fresh ideas, even if they challenge long-standing practices.  
• Recognizing that younger generations may have different work expectations (and that's OK). 

Building a Culture That Lasts
At the end of the day, improving company culture isn’t about big, flashy initiatives; it’s about consistency.