Empowering the workforce: Why investing in workers is key for industry success
Canada’s auto care industry is feeling the strain of a widening skills shortage. Demand for qualified technicians has outpaced supply, leaving shops nationwide struggling to keep up. Empty service bays are becoming a visible symptom of a deeper problem—too few trained professionals to meet growing needs. This is not a challenge on the horizon; it is a present-day constraint that risks slowing progress, innovation, and competitiveness across the entire sector.
Understanding the talent shortage
The skills shortage is rooted in long-term structural issues. Fewer young Canadians are pursuing careers in the trades, while experienced technicians are retiring faster than they can be replaced. At the same time, the rapid advancement of vehicle technology—from electric powertrains to advanced driver assistance systems—demands new technical competencies. The result is a widening gap between available and required skills.
Mid-sized enterprises, which comprise a significant portion of Canada’s auto care ecosystem, feel this strain most acutely. They operate at a scale that requires skilled labour to sustain growth but may not have larger organizations’ brand recognition or resources to attract top talent. Addressing this imbalance requires a coordinated strategy that combines education, innovation, and leadership.
Building the next generation of technicians
To safeguard the industry’s future, businesses must commit to building strong, sustainable talent pipelines. Apprenticeships, co-op placements, and mentorship programs are no longer optional, but key to long-term success. These pathways allow young Canadians to develop practical skills, gain experience in real workplaces, and see the value of their contribution from the very start. Meaningful collaboration between employers, technical schools, and industry associations is essential to align training with evolving market needs, ensuring that new technicians enter the workforce both capable and confident from day one.
Mentorship, in particular, is a powerful yet often underutilized tool. Experienced technicians hold deep institutional knowledge that cannot be replicated in a classroom. By implementing mentorship programs, whether informal or formal, businesses can transfer that expertise to the next generation while fostering a sense of pride and purpose among senior staff. This investment in people builds loyalty and strengthens workplace culture.
Up-skilling for a changing industry
For existing employees, continuous learning must become the norm. The shift toward electrification, automation, and digital diagnostics requires ongoing training that keeps technicians current with emerging technologies. Businesses that provide structured up-skilling programs enhance their operational capability and signal to employees that they are valued and invested in. This commitment can transform a workplace into an employer that prioritizes growth, innovation, and professional development—which is what many young people look for in their careers today.
Changing perceptions, attracting talent
Beyond the workshop floor, the industry must tell a stronger story about itself. Auto care is a modern, technology-driven field essential to Canada’s economy. Promoting this reality to young Canadians—through partnerships with schools, awareness campaigns, and visible career ambassadors—can reshape perceptions of the trade. This is not simply about filling jobs; it is about positioning the sector as a career destination for those who want to work with cutting-edge technology, solve complex problems, and make a tangible impact.
The path forward
The technician shortage is not an unsolvable crisis; it is an opportunity to modernize workforce strategies and strengthen the foundation of Canada’s auto care sector. By investing in apprenticeships, mentorship, up-skilling, and industry promotion, businesses can overcome today’s challenges and secure tomorrow’s success.