One of the most striking aspects of CapMetro’s culture is how they approach leadership. Skabowski explains that senior leaders are deeply involved in the day-to-day realities of the organization. They don’t stay in offices removed from frontline challenges—they walk the shop floors, talk with operators and mechanics, and make themselves available to listen.

This visibility builds trust, creates open lines of communication, and reinforces that leadership isn’t about hierarchy—it’s about support.

For smaller employers who may not have large HR teams or formal programs, this approach is a reminder that leadership presence and genuine interest in employees’ experiences can go a long way in boosting morale and retention.

Building from Within: Mentorship and Apprenticeships

CapMetro doesn’t just hire great people—they invest in them. Mentorship programs allow newer employees to learn from experienced team members, building confidence, skills, and relationships that support retention.

The agency also partners with Austin Community College to support apprenticeship pathways that give workers a clear, structured path to advance. Apprenticeships are not only a tool for employee development—they also help the organization plan for long-term talent needs.

For employers wondering how to strengthen their workforce pipeline, apprenticeships and upskilling programs are a practical and strategic solution. These initiatives give workers a reason to stay and grow—and reduce turnover costs along the way.

Creating a Sense of Community

Another key takeaway? Culture isn’t just an HR initiative—it’s baked into every part of CapMetro’s operations. Skabowski shares that their goal is to foster a workplace where people feel connected to each other and the organization’s mission.

That sense of belonging helps attract talent in a competitive labor market and contributes to higher employee satisfaction. Whether it’s through team-building events, recognition programs, or simply treating people with respect, cultivating community pays dividends.

Why This Matters for Your Business

Employee turnover is expensive. Recruitment takes time. Productivity drops when workers leave. That’s why building a strong culture—one grounded in trust, development, and communication—isn’t just “nice to have.” It directly impacts your bottom line.

CapMetro’s strategies—leadership accessibility, structured mentorship, meaningful career pathways, and community-building—are adaptable across industries and organization sizes. If you’re struggling to keep employees engaged and motivated, these examples provide a roadmap worth exploring.

Don’t miss the full episode of Building a Strong Workforce and a Stronger Community with CapMetro on Another Week of Available Work.