Training Formats & Expectations
Gonzalez is constantly looking forward, asking what will give his company a competitive edge and allow him to produce better quality roofs at a faster pace. These findings inform his training goals. “No one source covers everything,” he says. “We have to source from different parties to achieve our goals.”
A variety of training formats are also helpful in conveying information well. Historically, very large groups in classroom settings haven’t worked well for Gonzalez’s teams. Instead smaller, intimate on-site training sessions result in the best intake of knowledge and true understanding. Gonzalez also makes training mandatory, compensating his employees for their time and carefully communicating each training session’s value and importance.
“I help our teams understand that we’re looking for them to be all-in with training, to ask questions and to learn,” Gonzalez adds. “We explain beforehand why we’re doing each training so that we can open up a conversation and motivate the team to attend.”
Tackling Challenges
One of the most significant roadblocks when it comes to training, according to Gonzalez, is the fear that increased efficiencies and new processes will eliminate jobs.
“It’s not about losing jobs,” he says. “It’s about getting things done more efficiently and easily.” Gonzalez is careful to emphasize that new systems and products won’t lead to smaller teams—instead, the teams already on board can tackle more work in the same day. There’s never a shortage of jobs in the pipeline, so training on better products and processes helps Gonzalez’s employees get to that work faster.
“When there is resistance to new systems and products, showing the teams how these new resources can work to their benefit really helps,” Gonzalez says. For example, sometimes it takes a side-by-side “test” to show the impact of a new piece of equipment or a new technique.
“It’s important for me to reinforce that you’re building your toolbox,” Gonzalez mentions, “and that you’re putting in the time to allow you to teach someone else and help us grow.” Sometimes the “inertia factor” gets in the way—change can be difficult, and often teams like to keep things the way they’ve always been. Other motivating factors can include quality award programs from manufacturers like Elevate that contractors can work toward earning.
Overall, no matter what Gonzalez pushes for the next better, safer option consistently in order to keep the company moving forward with purpose.
The Rise of Digital Training in Roofing
Special considerations such as the COVID-19 pandemic aside, digital options for training have been on the rise for years. Gonzalez believes there’s a major place for digital training in the roofing industry, though it may take some time for the industry to get fully up to speed with the available opportunities.
For certain topics, digital training is ideal. For example, new products lend themselves to video introductions. Employees can watch content from manufacturers, such as Elevate, to learn the basics and start conversations within their teams about how each product could be implemented in their work. However, digital training can’t replace all training—teaching new equipment, for example, tends to work better in person.
Business Wins
For Gonzalez, training is one way he achieves long-term business goals. “We look at the big picture,” he says. “A bit of investment today, in the long haul, makes everyone better.”
Each bit of investment, then, leads to a long-term ripple effect. “When you have well-trained employees they need less supervision, and the end product is typically built at a higher standard,” Gonzalez adds. This translates into a great reputation in the industry, which allows the company to attract the best employees and clients. All of these factors add up to create stability as excellence translates to the market, which acknowledges Isaacs Roofing as a source of quality workmanship.
“This elevates the company as a whole in the industry and elevates expectations,” he says. And Isaacs Roofing’s quality doesn’t go unnoticed. Their commitment to quality has been passed down from previous generations, and Gonzalez says that’s why they take it so seriously. Training, then, becomes part of continuing a longstanding family commitment to great work.
Training Advice for Other Roofers
Gonzalez’s main advice when it comes to training is simple: just ask. “You’d be surprised to see how willing people are to help you find an answer,” he says. “Ask employees what they want to learn, ask others in the industry how they train, and ask manufacturers what’s new.”
No time for training? It may be time to reevaluate your approach. Gonzalez emphasizes that training affects more than your bottom line. It impacts employees as well, and a robust training plan is part of each company’s responsibility to equip their team members with what they need to succeed.
But keep in mind that it’s possible to overload your team with information. “You need to pick what you want to present to your employees carefully,” Gonzalez notes. “Too many changes at once isn’t helpful for anyone.” A good cadence with training—Isaacs Roofing trains on technical installation procedures about once a month and safety much more often—benefits all involved.
The bottom line is to make sure you’re training, Gonzalez says. “It’s important for you and for your employees. Keep your team safe out there—it’s what’s most important.”
