b'Presidents MessageTHOUGHTS ON 2025Laurie Moore, MRCA PresidentO bserving our companyArnie Heller 1950 transition in the 1980sKreiling Roofingrecessionundermy 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 appearedsomewhatdismal in 2024, the opportunities continue to emerge based on the first quarters 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 companys 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 forKreiling Roofing Labor Resources: mid 1960s 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 generationsSeekcontinuingeducationtoensureyourcompanyis knowledgeable of best practices and capable of sophisticated levels of managementRecruiting, training, and retainingcomfort with ladder and toolsThe company mission is translated through employees at everyOffer competitive compensation and benefitslevel to the customer.The mindset of how people are brought in and up through companies is changing. Improvements areTraining being made to increase efficiency in recruiting and training.Create an onboarding program to help new employees integrate Retaining is important with the significant investment neededwith the teamto recruit and train. Standardize company methods to achieve acceptable levels of Recruiting quality and safety for shortening the training timelineConnect with local skilled trade education programsTrain people to their highest level of value desired as soon as Employee referral incentives can be effective especially ifpossible with opportunities for regular reassessmentgood retention exists RetainingDevelop a thorough recruitment process including demonstratedPromote from within or assist with career advancement to 4 www.mrca.orgMidwest Roofer'