Hiring to Meet Our Corporate Culture Keeps Our Business Growing and Expanding

Saratoga Roofing & Construction, a family-owned commercial roofing and construction contractor based in Oklahoma City, is raising the bar in the industry by being unique in how it does business. Not only is the company family-owned, but it also is a faith-based company and the entire organization is built around that philosophy.

We hire only the best and brightest in the industry, but we make sure they are a “good fit” with the culture of our company. You won’t find many commercial roofing and construction companies that have the same kind of “team” concept as we do.

Ultimately, corporate culture is the most important factor in our entire organization. Whether we are challenged within our administration or face difficult obstacles on the roof, at Saratoga Roofing & Construction everyone must be eager to help. Corporate culture can also be a constantly changing variable, so when we look at hiring new employees we search wholeheartedly for the next positive culture transition and hire an individual who fits that approach with their core values, hard work ethic and desire for team excellence.

We look for individuals with the ability to troubleshoot unforeseeable occurrences. Team members must find logical, effective and efficient means of resolution without constantly requiring help from others. We focus on finding individuals with the following attributes:

  • High personal values, morals and ethics.
  • Strong, team-inspiring personal abilities.
  • Extreme positivity and determination.
  • A “can-do” mindset.
  • Real life skills, attributes and experience that cater to the variables in which Saratoga Roofing & Construction operates on a daily basis.

Achieving this has meant not always hiring the people with the most experience, but hiring people that fit the culture of the company and then investing in industry training to help them become the most knowledgeable. What that means for Saratoga Roofing & Construction is we hire employees that offer only the best customer service. Customer satisfaction is key to staying in business.

Our customers are the reason we get to come to work every day. We believe that hiring for customer service is critical for creating and maintaining a powerful, encouraging workplace. Many times, hiring for different attributes results in a person not properly learning the methods and procedures that this company is specifically crafted around. It can cause other employees to be influenced by negative mentalities, which does not give customer service and success a fighting chance. It makes a world of difference to hire employees who, by natural order, can adhere comfortably to our culture and choose to embrace such culture as a determined key player for our team.

Saratoga Roofing & Construction has faced some changes to our business over the years—going from residential to commercial and expanding across the country. One thing that has stayed consistent is our corporate culture and dedication to customer service and hiring team members that have a “whatever it takes” attitude. This has allowed us the success we have had and the ability to keep growing and expanding our business.

Staying true to our beliefs has paid off. As we entered our 16th year in business in 2015, Saratoga Roofing & Construction was ranked No. 50 on the Inc. 500 list of fastest-growing companies and the fastest-growing privately owned construction company in the U.S. Saratoga Roofing & Construction also has been in the top two of the Metro 50 in Oklahoma City for the past two years. The Metro 50, which is an award given by the Greater Oklahoma City Chamber, acknowledges companies that demonstrate positive growth in revenues; growth in the number of employees; creativity/entrepreneurship; and business development through the expansion of facilities, customer base or markets.

Nationally, Saratoga Roofing & Construction employs 485 people, has completed projects in 28 states and is working on more than 70 projects nationwide. We are continuing to grow and expand our business—and there is no plan to slow down anytime soon. We know we’ll continue to achieve success as long as we remain true to our values.

Connect to and Motivate Your Staff

A friend of mine recently lost his job because of budget cuts. He was employed at a satellite office and not a single manager who made the decision about his livelihood took the time to commute to the satellite location to share the news. Instead, he was called to a conference room where human resources personnel laid him off via speakerphone. My friend was not surprised he was let go, nor was he surprised by how it was done, considering how disconnected he believes the “worker bees” at his former corporation are from management. He had been disgruntled by the lack of communication and management’s questionable decision-making for some time.

I can attest that managing people is arguably one of the most difficult jobs in any line of work. Being a leader requires a thick skin, excellent communication skills and the ability to make tough decisions, among other talents. However, at a time when budgets are tightened and everyone is doing less with more, becoming too consumed in your own tasks and disconnecting from employees is a fatal mistake. Now is the time to embrace your team, make them feel appreciated, motivate them to take on new roles, and identify and reward their strengths. Employees who feel disconnected from what is occurring within a business will feel unappreciated and will not perform at their best. In addition, without employee buy-in, it will be difficult to enforce new programs and procedures within a company.

In this issue, we feature articles about two safety programs you should seriously consider implementing within your roofing business not only to protect your employees, but also to protect your business as a whole. For example, “Business Sense,” addresses distracted driving. I think you’ll be surprised by the broad interpretation of the law in some of the court cases mentioned within the article: Your roofing business could be liable if a worker has an accident while using a mobile device in his personal vehicle or sightseeing on a business trip. According to the author, state and federal mobile-device laws are not enough; developing and enforcing a reasonable mobile-device safety program is a major step toward minimizing your business’ liability.

In “Safety,” Michael Rich explains the Washington, D.C.-based Occupational Safety and Health Administration’s priority to require all businesses to have a written Injury and Illness Prevention Program probably within the next two years. California employers already have been operating under this requirement since 1991, providing a model you can duplicate within your business before the requirement is mandated across the country.

Establishing these programs within your business offers a wonderful opportunity to connect to and motivate your staff. You can create teams of volunteers to explore and create policies. When the teams meet, buy them lunch. When your staff goes six months without a distracted driving incident or an injury, celebrate with awards or a party. Take the time to show your employees you appreciate their efforts not only to make your business safer, but also to successfully execute their daily tasks.

In addition, consider setting aside some time on a regular basis specifically to reconnect with the “worker bees”. Join a roofing crew for a week, or answer phones in the front office. Your efforts will establish a new level of trust with your employees and, ultimately, create a better workplace. Perhaps most importantly, your staff will feel as though operational changes, like the safety programs mentioned in this issue, are happening “with” them rather than “to” them.