New Employee Onboarding: Tips for Roofing Companies

Congrats!! You've hired a new employee! Whether you're growing your businesses, or making a strategic move bringing someone on who can streamline your operations, this is a big step!

However, without a clear process for onboarding that employee and getting them up to speed, you may quickly feel overwhelmed. Because of course, without the right training, they may not thrive the way you want — or need — them to.

In this blog, we're covering:

• What it means to onboard new employees
• Why it is so important
• Steps to take to onboard them
• Tips for admin staff vs new roofers

You can also download an example employee onboarding checklist at the bottom of this blog to help you build out your own onboarding plan.

What is onboarding for new employees?

It’s the process of integrating new hires into your business, setting clear expectations, and ensuring they have everything they need to succeed.

The difference between onboarding and employee orientation

While onboarding and orientation are often used interchangeably, they’re actually two different things.

Orientation is a one-time event that happens on a new hire’s first day or week—it’s all about paperwork, company policies, and basic introductions.

Onboarding, on the other hand, is a longer process that ensures employees fully integrate into their roles, understand company expectations, and develop the skills they need to succeed.

A solid onboarding process goes beyond orientation by providing ongoing training, mentorship, and support to help new hires feel confident and capable in their new position.

The importance of onboarding

Onboarding is your chance to set new hires up for success from day one. A solid process ensures that they feel welcome, understand what’s expected of them, and have the tools to do their job well.

When everyone gets the same training and clear guidance, you reduce confusion, boost confidence, and help your team work more efficiently. Plus, a well-onboarded employee is more likely to stick around, make fewer mistakes, and contribute to a strong company culture — leading to better results for your business and your customers. A thoughtfully onboarded employee is an engaged employee.

The importance of frequent feedback and clear expectations

Giving your new hires regular feedback helps them grow into their roles with confidence. It lets them know what they’re doing well and where they can improve, cutting down on confusion and frustration. Plus, catching potential issues early means you can fix them before they turn into bigger problems.

Setting clear expectations is just as important as feedback. When employees know what is expected, they don’t have to guess what success means. A strong feedback loop and clear goals create a positive, productive work environment that benefits both your team and your business.

Why a structured onboarding process matters

Having a clear process for onboarding new employees benefits your business in multiple ways:

• Consistency: Ensures all new hires receive the same training and expectations.
• Efficiency: Saves time by streamlining training and reducing errors.
• Retention: Helps employees feel supported and confident, reducing turnover.
• Scalability: Makes it easier to grow your business without sacrificing quality.

Key components of onboarding new employees

A strong onboarding process includes these key steps:

Preboarding

Before their first day, take care of the basics:

• Send paperwork electronically for easy completion.
• Set up company accounts, including emails, software, and communication tools.
• Prepare any necessary equipment (phones, tablets, PPE, etc.).

First-day orientation

On day one, focus on welcoming new employees and introducing them to your company culture:

• Provide an overview of your company’s values, mission, and goals.
• Introduce them to key team members and assign a mentor.
• Give them a roadmap of their training and responsibilities.

Training period

Training should be structured and role-specific:

• Office staff should learn company processes, customer communication, and software tools.
• Roofers should receive hands-on training in installation techniques, safety protocols, and quality control.

Ongoing support

Onboarding doesn’t stop after the first week. Continue supporting new employees through:

• Regular check-ins with their manager or mentor.
• Opportunities for additional training and skill development.
• Feedback sessions to refine the onboarding process.

Onboarding office staff and admin employees

Your office team plays a crucial role in managing day-to-day operations, so their training should focus on organization and customer service.

Key onboarding steps:

• Software training: Ensure they know how to use CRM tools, scheduling software, and invoicing systems.
• Process education: Teach them how to handle customer inquiries, schedule appointments, and process payments.
• Company policies: Cover benefits, vacation time, and professional expectations.
• Industry knowledge: Provide basic roofing education so they can communicate effectively with customers.

Onboarding new roofing installers

For roofing installers, the onboarding process should emphasize safety, hands-on training, and quality workmanship.

Legal requirements and safety training

Compliance with legal and safety regulations is critical:

• OSHA (or local equivalent) safety training.
• PPE requirements and site safety protocols.
• Licensing or certification requirements if applicable.

Hands-on training and mentorship

New installers should shadow experienced team members to learn:

• Company-specific installation techniques.
• Quality standards and best practices.
• Customer service expectations while on-site.

Teaching new staff to use technology

In today’s roofing industry, technology is essential for efficiency and business growth. From estimating jobs to managing customer relationships, new hires must be trained to use digital tools effectively.

Tools to get your team up to speed on Roofr.

If you use Roofr for your CRM, measurements, and proposals, we have a bunch of resources to help your team learn the tool and get comfortable with our platform:

• Roofr Academy: Free, on-demand courses that allow employees to learn at their own pace.
• Roofr Masterclasses: Live webinars hosted by industry experts covering best practices and advanced features.
• Implementation team support: Subscribed Roofr customers have free access to Roofr’s implementation team for personalized training and onboarding assistance.

Providing structured technology training ensures your team can work efficiently, reduce errors, and deliver a seamless experience to your customers.

Best practices for onboarding new employees

To make onboarding even smoother, consider these best practices:

• Create an onboarding checklist for each role to ensure consistency.
• Use mentorship programs to help new hires integrate faster.
• Gather feedback to continually improve the onboarding process.
• Provide ongoing training to support professional development.

New employee onboarding for roofing companies

A structured onboarding process is key to the success of your roofing business. By providing new employees with clear expectations, training, and support, you set them up for long-term success while maintaining a consistent experience for your customers.

Download our FREE new roofing employee onboarding checklist below to get started building your own onboarding process. The checklist includes an outline for admin and roofing staff.