The building materials industry is changing fast—and the next generation will decide where it goes next. With seasoned pros retiring and fewer young people stepping in, the need for fresh talent has never been greater.
But here’s the good news: today’s emerging leaders aren’t just filling gaps—they’re bringing new ideas, tech-savvy skills, and a fresh perspective that can help the industry grow in ways we’ve never seen before.
So, what do they think it will take to attract and keep top young talent? How should companies balance tradition with innovation? And what advice do they have for others considering a career in building materials?
We asked a few of our younger Employee Owners and summer interns for their unfiltered take. Here’s what they told us.
What do you think companies in the building materials industry can do to better attract and retain young talent?
Beyond pay, strong onboarding, ongoing training, and mentorship are key to retention. Pairing new hires with experienced pros helps build confidence and skill. Flexibility, clear advancement paths, and a sense of purpose – like helping people build homes and communities or supporting our partners to be successful at their position – also motivate younger workers.
–Drake Thomsen, Field Sales Rep, Building Materials
I think that building your brand on LinkedIn is a great place to start. In my experience in college, LinkedIn has been a discussion point in the curriculum and there are assignments centered around it. More and more students are becoming active users on LinkedIn which creates a big network where companies profiles and posts can be shared.
–Erik Anderson, IT Intern, Admin
How can companies balance tradition with innovation when developing talent?
The best companies respect the experience of long-time team members – the relationships they’ve built, the way they serve customers, and the deep product knowledge they bring. At the same time, companies need to embrace new tools, technologies, and ideas to stay competitive. Experienced employees should also stay open to fresh ideas from coworkers who are new to the industry – sometimes an outside perspective is exactly what’s needed to move things forward.
–Drake Thomsen, Field Sales Rep, Building Materials
I think that “it has always been done this way” should never be an acceptable justification for a process’s existence. New talent often provides fresh eyes to evaluate potentially outdated processes that current staff are too entrenched in to realize.
–Caleb Krugman, Digital Marketing Specialist, Marketing
What qualities make a good manager or mentor?
A good manager or mentor is also a good listener. They are approachable while also being able to hold team members accountable. That accountability extends to their willingness to do a job with the team if it is needed and positions them as a role model for how to go about your business at the company. There can also be an element of fun, a willingness to engage in topics outside of the professional sphere and connect with their team members.
–Olivia Rutkowski, Customer Experience Manager and Door
A good manager is willing to do what it takes to keep the team afloat, even if it means sweeping floors or running a cash register. I was lucky to have a manager like this at both of my first two places of employment, and they really showed what it meant to lead from the front lines.
–Brenden Thiel, Customer Service Representative, Door Division
For some, it could be a more hands-off leader who trusts your ability to work independently. For others, it could involve more regular feedback and reassurance. I think it boils down to someone who provides clear expectations regarding performance and conduct. A good mentor would be someone who encourages personal and professional growth in addition to emotional well-being.
–Caleb Krugman, Digital Marketing Specialist, Marketing
What advice would you give other early-career professionals considering the building materials field?
Work hard. Do more than what is asked of you even when you don’t feel like it. This could mean many things; it could mean staying late or coming in early. It could also mean getting the office donuts.
–Sam Hower, Supply Chain and Purchasing Intern, Purchasing
Don’t be afraid to admit when you don’t know something but letting the customer know that you’ll get back to them with an answer—what matters most is your willingness to find the answer and follow through. The building materials industry is incredibly broad, with a steep learning curve, and no one expects you to know everything right away. What earns respect, especially from customers, is your transparency and your commitment to learning. Whether that means tapping into online resources, asking your peers, reaching out to trusted vendors, or leaning on industry mentors, being resourceful and proactive will take you far.
–Jayme Stauffenecker, Outside Sales Representative, Cottage Grove, MN
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