How Roofers Can Double Revenue Using This 4-Step Framework for Talent Management

How RBP's Framework Transforms Talent into Revenue for Roofers

In the roofing industry, success doesn’t just come from high-quality craftsmanship or cutting-edge technology—it comes from your people. Your team is your business's most significant investment, and just like a well-built roof, a strong foundation in talent management ensures long-term success. If you're struggling with finding and keeping the right people or want to take your team to the next level, this blog is for you.

Let’s dive into a game-changing 4-step framework for talent management called REKS: Results come from Effort, Knowledge, and Skill.

But first, let’s address a critical question: how do you attract the right talent in the first place?

Recruiting Talent: Treat It Like Generating a Customer

Think about recruiting as if you’re closing a big sales deal. To bring in top talent, you need a strategy that mirrors your customer acquisition process:

1. Generate the Applicant
   Just as you run ads, create a website, or network to generate leads, you need to market your company to potential applicants. This means crafting job postings that stand out and making sure your online presence screams, “This is the company you want to work for!” Show off your company culture, share success stories, and give a glimpse into the perks of working with your team.

2. Nurture the Applicant
   Don’t ghost potential hires—this isn’t Tinder. Once someone expresses interest, follow up consistently. Send them emails, invite them to meet the team, and show them why working with you isn’t just a job but a step toward their future.

3. Interview the Applicant
   This is your chance to assess their fit while they’re doing the same with you. Dive into their goals, skills, and values, and be upfront about what your company stands for. Spoiler alert: this part only works if you’ve done the work to establish a clear mission and values.

4. Close the Applicant
   Think of your job offer as the pitch. Make it compelling, emphasize what sets your company apart, and be transparent about growth opportunities. Treat this as the start of a long-term partnership, not a short-term transaction.

The Audio Must Match the Video

Here’s a reality check: if you sell a dream and deliver a nightmare, you’re setting yourself up for high turnover and a bad reputation. Think of “the audio” as what you say in your recruiting process—your promises, mission statement, and company values. “The video” is what it’s actually like to work there.

If you’re preaching transparency but your internal communication is chaotic, or if you claim your team is “like family” but don’t back it up with actions, people will see through it. Employees, like customers, can sniff out inauthenticity from a mile away.

How to Fix It:

• Craft a clear and well-defined mission statement along with core values that truly resonate. These shouldn’t just be buzzwords or decor for your office walls—they should serve as the guiding star for your team, inspiring alignment and commitment from everyone in your organization.
• Live them out in every aspect of your company, from the top down.
• Continuously audit your culture to ensure it aligns with what you promise recruits.

Leveling Up Talent with the REKS Framework

Once you’ve got the right people in the door, the real work begins: developing them into high performers. The REKS framework empowers leaders to analyze results and identify opportunities for growth based on three criteria:

1. Effort
   Is the individual showing up with the right energy and focus? Effort is about hustle, persistence, and willingness to put in the work.

2. Knowledge
   Do they have the necessary information to succeed? This includes training on your products, processes, and the industry as a whole.

3. Skill
   Are they applying their knowledge effectively? Skill is honed through practice, coaching, and constructive feedback.

By breaking down performance into these components, you can pinpoint where someone needs support. Maybe a salesperson has the effort and knowledge but lacks the skill to close deals. Or perhaps they have the skill and knowledge but lack the drive.

When you invest in building effort, knowledge, and skill, you create a culture of continuous improvement. And for roofing companies, your sales team is where this strategy shines. A high-performing sales team that feels valued and supported will drive your revenue to new heights.

Why It Matters

Implementing a system like REKS not only boosts performance but also creates an environment where people want to stay and grow. It’s about creating a win-win: your employees achieve their personal goals, and your business achieves its revenue goals.

And here’s the kicker—if you’re not investing in your people, your competitors will.

Ready to Build a Dream Team?

At RBP Consulting, we’ve helped hundreds of roofing companies recruit, develop, and retain top talent. Whether you’re struggling to find the right people or need a proven system like REKS to take your team to the next level, we’ve got you covered.

Let’s double your revenue by building the dream team you deserve. Reach out to RBP Consulting today—because the future of your business starts with your people.