Here’s a surprising statistic: According to the Bureau of Labor Statistics, the roofing industry has one of the highest turnover rates in construction at 21.4%.

But here’s the thing:

Companies that invest heavily in employee training see 24% higher profit margins than those who don’t.

Even more impressive? Companies with comprehensive training programs experience 30-50% higher retention rates than those that don’t prioritize development.

In this data-driven guide, I’ll show you exactly why professional development isn’t just a “nice-to-have” – it’s essential for commercial roofing companies that want to dominate their market.

 

The Hidden Cost of Neglecting Employee Development

Think employee training is expensive?

Try calculating the cost of:

• A single failed installation (average cost: $42,000)
• Lost bids due to outdated techniques
• Employee turnover (~$5,000 per replaced worker)
• Workers’ compensation claims from preventable accidents

The numbers don’t lie: Untrained teams are a liability.

Why the Best Roofing Companies Double Down on Training

Let me share something interesting:

A recent Construction Industry Training Board study found that every $1 invested in training yields a $3 return through improved productivity.

But that’s just the beginning.

Here’s what proper training actually delivers:

1. Reduced Liability and Insurance Costs

• Companies with comprehensive safety training programs see 40-50% fewer accidents
• Insurance premiums drop by an average of 25% after implementing structured training
• OSHA violations decrease by 65%

2. Higher Project Win Rates

• Teams with certified installers win 35% more bids
• Manufacturer certifications increase closing rates by 28%
• Cross-trained employees can handle 3x more diverse projects

3. Improved Customer Satisfaction

• Trained teams complete projects 23% faster
• Callback rates drop by 60%
• Customer referral rates increase by 45%

4. Dramatically Lower Turnover

• 94% of employees say they would stay longer at a company that invests in their development
• Companies excelling at internal mobility retain employees for 5.4 years on average – nearly twice as long as those that don’t
• Organizations with comprehensive training see 218% higher income per employee

 

The Professional Development Framework That Actually Works

Here’s the step-by-step process top roofing companies use:

Step 1: Create a Multi-Channel Learning System

Mix these components:

• Hands-on manufacturer training
• Internal mentorship programs
• Digital learning platforms
• Cross-departmental rotations

Step 2: Build Career Pathways

Map out clear progression routes for career roadmapping so employees see a long-term future:

• Entry-level installer → Lead installer
• Project coordinator → Project manager
• Sales representative → Sales director

Step 3: Measure and Optimize

Track these key metrics:

• Certification completion rates
• Project success rates
• Employee retention
• Customer satisfaction scores

These are all directly correlated factors that should increase with more ongoing training.

Advanced Strategies for Maximum Impact

Want to take it to the next level?

Try these pro tips:

1. Create Internal Subject Matter Experts

• Identify top performers
• Send them to advanced training
• Have them train others
• Result: 85% knowledge retention vs 35% with external-only training

This also saves from having larges groups of teams traveling and can enhance culture when people learn from within.

2. Leverage Technology

• Use drone technology to assess a roof and implement team wide training on footage
• Create video libraries of best practices on software (We use Loom.com at Armour!)
• Impact: 64% faster skill acquisition

3. Partner with Manufacturers

• Most manufacturers offer free or low cost training on their materials
• Secure better warranty options
• Become a preferred installer when they refer work
• Outcome: 40% increase in high-value projects

How to Implement at Your Commercial Roofing Company

Here’s what to do next:

1. Audit your current training programs
2. Identify skill gaps in your team
3. Create a 12-month development calendar
4. Set measurable goals
5. Track and adjust monthly

Remember: Your competition is already doing this. Will you?

Further Development Ideas

Want to fast-track results? Create a “skills matrix” for every role. Map current capabilities against future needs. Then fill the gaps systematically.

This alone can boost team performance by 34%.

The bottom line?

Professional development isn’t a cost – it’s an investment that pays massive dividends. With the potential to double employee tenure and triple per-employee income, can you afford not to invest in training?

If you’re interested in working at an Omaha Commercial Roofing Contractor that focuses on growth and development, we’re always looking for good people!