As the skilled workforce retires, college costs rise, and demand grows for hands-on careers, there has never been a better time for apprenticeships in industries like HVAC. As more people seek alternatives to traditional four-year degrees, vocational training offers a faster, more affordable path to meaningful work, and apprenticeships can play an important role.
Apprenticeships come in many different forms, but all programs strive to build knowledge and skillsets for employees. Apprenticeships provide a long-term solution to labor shortages by developing a workforce that is trained, engaged, and aligned with industry needs.
Ziehl-Abegg apprenticeship program
The success of the Ziehl-Abegg training program suggests options to embrace a similar approach
In the HVAC market, fan manufacturer Ziehl-Abegg offers an apprenticeship program that is a structured, rotational experience designed to prepare individuals for long-term careers in ventilation and advanced manufacturing. The success of the Ziehl-Abegg apprenticeship program suggests opportunities to embrace a similar approach throughout the HVAC industry.
At Ziehl-Abegg, apprentices receive hands-on training across core business functions, including engineering, operations, sales, logistics, and assembly. The immersive approach ensures they not only develop technical skills but also understand how departments work together.
Benefit from apprenticeships
“The program strengthens retention, builds internal expertise, and aligns with our long-term growth goals,” says Layel Burton, Ziehl-Abegg’s Apprenticeship Coordinator. “By training apprentices in-house, we cultivate a workforce deeply familiar with our products, systems, and culture — creating highly capable employees who can grow with us as we expand our North American operations.”
Businesses benefit from apprenticeships by gaining talent trained to meet specific needs, while communities gain a more resilient workforce. At Ziehl-Abegg, apprenticeships have helped to bridge labor gaps and to scale with confidence. With proper investment, apprenticeships can reduce unemployment, drive innovation, and help rebalance the economy by elevating careers that are essential but often underrecognized.
Front lines of HVAC performance
Contractors should understand how a fan or system was designed and tested at the manufacturing level
Installers and contractors are on the front lines of HVAC performance, and well-structured apprenticeships can give them the technical depth and context needed to excel. When contractors understand how a fan or system was designed and tested at the manufacturing level, they are better equipped to install and troubleshoot it correctly, Burton contends.
“Our apprenticeship program teaches the ‘why’ behind the ‘how,’ which is something the entire HVAC chain can benefit from,” says Burton. “Manufacturers, service companies, and distributors alike should invest in mentoring programs to create field professionals who are not only capable but confident and connected to the bigger picture.”
Skilled roles in ventilation and advanced manufacturing
The Ziehl-Abegg program exposes apprentices to every major department — from engineering and logistics to quality and production. This cross-functional experience prepares them to step into skilled roles in both ventilation and advanced manufacturing.
“Apprentices graduate not only with technical skills but also a deep understanding of our business, making them agile, dependable team members who are ready to support growth in the HVAC sector,” says Burton. Apprentice programs offer a range of benefits at any level of the HVAC supply chain.
Structured partnerships
Structured alliances among schools, firms, and rules ensure even training and smooth workforce entry
Ziehl-Abegg is a German company, and in Europe, apprenticeships are deeply embedded in the education system and viewed as a respected career path—not an alternative to college, but a parallel track. Structured partnerships among schools, businesses, and government ensure consistent training and smooth workforce entry.
In the U.S., apprenticeships are gaining momentum, but still lack the widespread infrastructure and cultural normalization seen in Europe. “At Ziehl-Abegg, with roots in Germany, we have adapted that model to our North American operations,” says Burton. “The U.S. can learn from Europe’s commitment to workforce alignment by promoting apprenticeships early, building stronger industry-education pipelines, and removing the stigma from vocational training.”
Proficiency, thinking, and collaboration skills
How can a company find great apprentice candidates? “A good apprentice brings curiosity, reliability, and a willingness to learn,” says Burton. “At Ziehl-Abegg, we look for individuals who show interest in hands-on work, ask questions, communicate well, and have a strong work ethic.”
While technical knowledge is helpful, attitude and drive matter more, he notes. “Our program helps build confidence and competence by exposing apprentices to real responsibilities and rotating them through engineering, production, and logistics.” This experience develops technical proficiency, critical thinking, and collaboration skills. Apprentices leave the program not only prepared to take on a skilled role—but also with the mindset to grow into future pioneers.
Aptitude and ambition to learn
Baxley was a good match for the program because he had the aptitude and ambition to learn and work
Joshua Baxley, Ziehl-Abegg Technical Sales Rep, Global Key Accounts, was an apprentice before joining the team full time. “I was drawn to apprenticeships because I was uncertain of what I wanted to do with my career,” says Baxley. “The apprenticeship program with Ziehl-Abegg provided an excellent opportunity to discover what type of career and profession I wanted to pursue by providing me the opportunity to work in all the departments at the company while paying for my education.”
Baxley was a good match for the program because he had the aptitude and ambition to learn and work hard each day. These attributes helped him become knowledgeable of the company and the products as well as building strong relationships with colleagues.
Four years of on-the-job experience
The program allowed Baxley to get his foot in the door and gave him the opportunity to gain four years of on-the-job experience by the time he graduated. “All of this gave me the confidence each day to interact with customers and become well-versed in the world of engineering and sales,” he says. “The unexpected benefit I received from the program are the relationships and connections I was able to build throughout the company and the industry.”
“The apprenticeship at Ziehl-Abegg provided me with like-minded people my age that I created close friendships with while also building relationships with the people in each department I worked in,” says Baxley. “I highly suggest anyone to join apprenticeships if they have any uncertainty on their career path or if they can find an apprenticeship that matches their career choice and interest.”
