The term “millennial” often comes with a negative connotation. For example, millennials are often defined as “entitled” or the “participation trophy” generation. It’s important that roofing companies remove the negative stigma from this term and consider the benefits of recruiting and retaining these talented, prospective employees. In order to do this, roofing companies need to understand what millennials are looking for in the workplace.
In this two-part article, members of the Roofing Alliance, the Foundation of the National Roofing Contractors Association (NRCA), will discuss six roofing professional development strategies that can attract the next generation of roofers. To learn more about membership opportunities with a national organization committed to advancing the roofing industry, contact the Roofing Alliance today.
It should come as no surprise that salary and benefits are the primary interest of young workers. Of course, salary is the primary motivator for all workers. We’ve previously discussed the impressive starting salary that construction management program graduates earn in their first year of employment in roofing and construction jobs, and it comes as little surprise that this can be a major selling point to young professionals looking for a lucrative career right out the gate. Although a great salary opens doors, benefits are the key to retaining outstanding employees for the long-term.
According to a survey by Capital Group, some benefits that millennials desire include:
Although fiscal perks like a competitive salary with long-term benefits is a major point of interest to millennials, an added bonus is flexibility in the workplace. In fact, in the same study by Capital Group, the financial services company reported that 60 percent of millennials say that having flexibility in scheduling is very important. Although offering significant flexibility can be a challenge for roofing companies, there are some innovative ways that companies can create a more flexible schedule. The key is that the roofing company must practice excellent communication skills, train their workforce, and have the right employees in leadership positions. Businesses that are always evaluating their operations and determining ways to tailor a strategy that keeps their employees happy will see long-term success and attract the best young workers.
Along with flexibility, business ethics is an important topic that millennials consider when they evaluate career opportunities. According to a recent study by Deloitte, millennials lack optimism and trust in their employers and “remain skeptical of business’s motives.” Another issue is diversity, especially with women. According to Forbes, “learning and inclusion” are considered two of the most important employer qualities for young women considering their career options. As an industry that has lacked significant female representation in the past, roofing jobs need to provide more opportunities for women to grow and learn. If millennials, especially women, don’t see themselves being represented at a company, chances are that they will seek other opportunities.
Membership opportunities with the Roofing Alliance are available to all roofing professionals. For more information on our organization’s objectives or how you can make a commitment to the Roofing Alliance, please contact us today.