[9]The following article was originally published [10] on NCCER's Breaking Ground blog:

Facing retention struggles in 2022, Chamberlin Roofing and Waterproofing [11] — a leading commercial roofing and waterproofing subcontractor with over 800 employees — needed to make a change. On average, only 1 out of 4 new hires were still with the company 12 months after starting.

Part of their original solution was to create a comprehensive mentorship program designed to help young employees learn from more experienced leaders, with the goal of providing a path to more responsibilities, higher pay, and promotion. The idea seemed obvious: invest more in your employees and they will stay longer.

Early attempts to create this program struggled to gain traction, as Shane Hubbard, VP of Operations, explained:
“I mean, we tried to do a mentorship program years ago, and we never could get it off the ground. With the NCCER program, it helped us structure it a lot better.”

Chamberlin realized that they needed a disciplined approach to developing talent—one that paired real opportunity with a structure that could deliver long-term, effective results.

Click here to read the full case study [9].