Breaking down organizational silos: The GLO Group’s revolutionary approach to maintaining roofing culture

By Jesse Sanchez.

Unlocking alignment within organizations with these strategies can drive profitability, retention and employee satisfaction to greater heights.

In this episode of Roofing Road Trips®, Heidi J. Ellsworth sat down with Monica Vornbrock and Melissa Chapman, co-founders of The GLO Group, to explore their innovative approach to fostering alignment and communication within organizations. As the duo explains, their methods are transforming the roofing industry by addressing one of its most persistent challenges: organizational silos.

The conversation investigates how silos — whether caused by generational gaps, technological misalignment or internal miscommunication — can stifle collaboration and efficiency. Monica points out, “It's not just people that are working remotely and not seeing each other in the office. It's also people that work in the same office, in the same department are not aligned in the goal.” This disconnect often results in redundancies, time wasted and employee frustration.

Melissa notes signs that companies may have a silo problem, such as "quiet quitting" and slow adoption of new processes. “There’s this term, ‘quiet quitting.’ It is a real thing where people are kind of, ‘Well, I’m just here. I’ll do the bare minimum, and I won’t go above and beyond,’” she explains. Implementing strategies to break down silos can help counteract this mindset by fostering engagement and collaboration, making employees feel more connected and invested in their work.

Beyond the softer impacts, she highlights the tangible benefits of addressing these issues. “After year one, we found that 92% of our clients have seen an increase in profitability,” she reveals, adding that they’ve also seen “64% of improved employee morale, an increase in recruitment, retention.” These changes, she notes, contribute directly to organizational success.

One standout aspect of The GLO Group’s methodology is their focus on universal communication tools. Melissa recalls a recent workshop where language barriers were perceived as a challenge. “We did a workshop recently and they felt that the language was going to be the issue in this team-building activity to demonstrate leadership,” she explains. “But it actually wasn’t the different languages that was the issue. It was the style of communication.” By introducing a shared vernacular, she notes, “It then helps remove some of the emotion that would be related to a regular conversation. It becomes then more fact-based, more issue-based, rather than personal-based or individual-based.”

Read the transcript or Listen to the podcast to learn more about The GLO Group’s transformative approach!