How To De-Escalate Conflict on the Roofing Jobsite

HCR Group Safety Director Quirio Estrada weighs in on how to identify and address workplace conflicts before tempers flare.

employee disputes — Workplace disputes can range from simple verbal arguments to the extreme of workplace violence. Depending on the situation, the employer may need to do more than simply smooth out conflicts.

A recent jobsite dispute between roofing contractors over tardiness in Missouri grabbed the attention of local authorities— and roofing safety officials–– after a weapon was allegedly used to threaten an entire crew. No one was injured, but the incident led to criminal charges and an ongoing investigation.

RC asked roofing safety expert and former military veteran Quirio Estrada, safety director of the HCR Group, how roofing contractors can identify, address, and respond to potential workplace conflicts before they escalate to violence.

“Ultimately, the key is awareness, rules, and expectations,” he said. “Employees need to understand what is expected of them, when they should intervene, and when they need to report a concern. The sooner we recognize and address these types of situations, the better opportunity we have to de-escalate and prevent a negative outcome.”

Here are five things he says roofing contractors need to know about de-escalating jobsite conflicts and protecting yourself and the company when they do emerge.

SEE IT?--SAY IT

Roofing operations are physically demanding, and small issues can escalate quickly if those in charge do not intervene early. Reporting a situation, whether someone thinks it is big or small, is crucial because it allows supervisors to step in and settle things down before they escalate.

TAKE CHARGE

Supervisors should take control of the situation, the simple act of separating individuals, such as putting crews on a ten-minute break or having them take lunch can de-escalate the situation and lead to a better outcome.

TIMELY TRAINING

This also highlights the importance of training our employees to recognize when a situation is starting to go in the wrong direction and understand that reporting is the best method of resolution. Variations in individual experiences and backgrounds can shape how employees perceive and respond to direction, feedback, and accountability. Effective leadership requires clear communication, transparent expectations, and timely intervention to support productive outcomes and minimize misunderstandings.

MIND MATTERS

Mental health training and regular discussions also play an important role. Not everyone is comfortable sharing what they may be dealing with personally, but providing education on early intervention and reporting gives employees the tools to recognize and respond to situations before they become unmanageable.

DOCUMENT IT

While maintaining a respectful and supportive work environment, we must also document attendance, performance, and behavioral observations accurately and consistently, whether positive or negative. Thorough documentation helps promote fairness, accountability, and informed decision-making. Additionally, documentation can help identify red flags early, such as repeated attendance issues, threatening remarks, or ongoing complaints of being “disrespected” when the underlying issue may be accountability or correction.

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Art Aisner is Editor-in-Chief of Roofing Contractor and Roofing Supply Pro. He spent the bulk of his career as a multi-media journalist for newspapers and television stations before joining the RC team in 2015. He is the driving force behind the publication’s content development, editorial strategy and other initiatives that serve growing audiences in the roofing space.