How to Be a Construction Mentor to the Next Generation of Roofers

A quality roof isn't a short-term fix. It's a source of safety and protection that lasts for decades. If you're a seasoned and successful roofer, your career can have the same lasting impact. Becoming a construction mentor means supporting new roofers as they learn and grow so they can thrive in their careers.

Mentoring the next generation of workers helps ensure a competent workforce of loyal roofers and allows you to pass on your hard-won knowledge and skills to make a positive continuing impact.

How to become an effective construction mentor

Some roofers take part in formal mentorship programs, while others cultivate a culture of growth throughout their organizations. No matter how you choose to be a mentor, the important thing is that you find a method that works for you and your apprentice.

Partner with existing construction mentoring programs

Trade schools and technical colleges are often eager to provide their students with real-world experience. However, roofers may be hesitant to work with these construction mentoring programs because students require more supervision and attention than experienced workers. But that's a short-sighted view of the situation.

Student apprentices often take the same amount of supervision as unskilled day laborers, but with two major benefits:

• Apprentice workers are typically hungry to learn.
• Apprentice workers want to stick around and get a permanent position.

These qualities set them apart from day laborers, who may require just as much supervision but might not be as interested in learning the trade or showing up more than a few days in a row.

There are also mentorship programs for specific groups, like women in roofing. You can support the next generation of roofers by being a person to lean on as they grow in their careers.

Encourage contractors' growth

There's room for mentorship with full-time workers as well. Give your in-house workers avenues for growth, and make sure they know these options are available.

Allow your workers to try new tasks, whether that's working with new materials or getting a trial run as a lead. You may already have some tasks in mind, but don't be afraid to ask your apprentice what they'd like to try out as well. They may surprise you with their willingness to learn.

Offer stipends for training and certification

When your workers show enthusiasm for learning new skills, help them out by offering stipends for further training. Depending on the type of training, you can offer to cover tuition directly or reimburse them after they complete the course. If the training is free, such as a training session offered by a manufacturer, consider paying for your workers' time while they attend.

This is an especially effective way to bring new skills in-house, from historical restoration to hands-on experience with new materials and tools.

Don't be afraid to say goodbye

Some workers will want to stay with your company and under your tutelage, while others may ultimately want to strike out on their own. Some roofing mentors fear this, as they believe they're only training their competition. But the reality is that you're going to have competition no matter what you do.

You can try to discourage your apprentices from leaving, or you can accept it. Discourage them and you'll risk sowing resentment and may be abandoned anyway. Accept it and you can watch your workers go off to start their own companies with the confidence and skills you helped build (and perhaps come back to help when you need a hand on larger projects).

When your workers are so skilled and well-trained that they can fly on their own, you're not only cementing your own legacy — you're improving the entire industry.

When you're training the next generation of roofers, you'll need the right materials to support you. QXO has the brands to do it right.