www.mrca.org — Midwest Roofer 4 THOUGHTS ON 2025 Laurie Moore, MRCA President O bserving our company transition in the 1980’s recession under my father, Arnie Heller along with my own buyout in the time leading up to the 2008 Great Recession has shaped my perspective on the present. While 2025 initially appeared somewhat dismal in 2024, the opportunities continue to emerge based on the first quarter’s outlook. One certainty is change. Positioning your company to not only survive, but thrive, requires vigilant awareness of the potential changes in the Roofing Industry and in your company’s environment. Here are some critical topics and suggestions to consider for the well-being and continued success of your company this year: Labor Shortage Considerations: Actively Participate in the Roofing Industry competition for Labor Resources: • Establish top-down professional practices in both appearance and behavior in the eyes of employees and customers while driving company vehicles, meeting at the office and working on customer properties. • Offer employee compensation packages that reflect the expected quality and safety considerations of the work that allow an employee make a career in roofing • Respect and support tradespeople while seeking opportunities to strengthen and sustain the trades for future generations • Seek continuing education to ensure your company is knowledgeable of best practices and capable of sophisticated levels of management Recruiting, training, and retaining The company mission is translated through employees at every level to the customer. The mindset of how people are brought in and up through companies is changing. Improvements are being made to increase efficiency in recruiting and training. Retaining is important with the significant investment needed to recruit and train. Recruiting • Connect with local skilled trade education programs • Employee referral incentives can be effective especially if good retention exists • Develop a thorough recruitment process including demonstrated comfort with ladder and tools • Offer competitive compensation and benefits Training • Create an onboarding program to help new employees integrate with the team • Standardize company methods to achieve acceptable levels of quality and safety for shortening the training timeline • Train people to their highest level of value desired as soon as possible with opportunities for regular reassessment Retaining • Promote from within or assist with career advancement to President’s Message Arnie Heller 1950 Kreiling Roofing Kreiling Roofing mid 1960s
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