A roadmap to a roofing career

By Emma Peterson. 

Why making technical and leadership career pathways visible benefits both workers and employers. 

With rising building demands, recruitment and retention of talented and skilled individuals is more important than ever in the roofing trade. And one of the best ways to bring in new blood and keep the people you already have is by ensuring that roofing career paths are clear, realistic and accessible.  

What do we mean by that? Many people don’t realise that the roofing industry is a multi-billion pound sector with a wide variety of career options. And a big part of why people don’t know about the opportunity in this trade is because a career in roofing doesn’t follow the same corporate ladder we’re taught about in school. 

Instead of jumping into an office as a junior associate, a roofing career often starts with an apprenticeship. This apprenticeship period is all about helping newcomers to the field develop key skills and experience. As National Federation of Roofing Contractors (NFRC) describes, “At this stage, quality, reliability and technique become key... As trainees gain hands-on experience and build foundational skills [in their apprenticeships], they move into qualified roles performing roofing work independently.” 

From there, when peers in the corporate world may be looking at jumping into a senior associate position, roofers get a choice:  

1. Follow a technical/compliance track that sees them specialise in a specific aspect of roofing, becoming a master of that part of the trade. 
2. Jump into a management and leadership positions where they supervise teams, plan projects, manage businesses and interact with clients.  

And once you start on either of these tracks, the sky is truly the limit. As a roofing company, making sure that these pathways to progression are clear and employees are supported as they try to pursue different career goals is key. As NFRC puts it, “When staff see a realistic, supported path forward, they’re more likely to stay and grow within the business... This not only benefits the individual but also the employer as it attracts new talent and aids retention.” 

How do you make the ladder clear to your employees, both current and potential? One of the best things employers can do is invest in internal programs like coaching and performance reviews that give employees touchpoints to help them see how their day-to-day work is building their long-term career.  

Want to learn more about building a clear roadmap to a roofing career at your company? NFRC’s team is always ready to answer questions and offer further support!