Look, I'll be straight with you—commissions pay the bills, but bonuses? That's where you build real wealth in this business.

For years, I worked at a company that barely had bonus programs. We'd get the occasional contest for pushing Owens Corning shingles or whoever could rack up the most Google reviews that month.

Maybe a $200 gift card if you were lucky. I was making decent commission checks, around $5K monthly, but I kept hearing about reps at other companies pulling in these massive bonus payouts.

That's when I started digging into how these bonus systems actually work.

Turns out, I was leaving serious money on the table by not understanding what was out there.

Some companies are paying $500-1,200 per roof on top of commission, quarterly volume bonuses worth $10K+, and team incentives that can add $20K-50K annually to your income.

Here's what I learned from talking to dozens of reps: bonuses aren't just nice-to-have extras.

They're systematic income multipliers that separate the $80K guys from the $150K+ earners.

The catch? Most reps don't even know how to structure their activity to hit these targets consistently.

I've seen average closers out-earn top performers simply because they understood the bonus game better. They knew which metrics mattered, when to push harder, and how to time their deals.

This breakdown covers exactly how roofing bonus systems work, what triggers payouts, and most importantly, how to structure your daily activity to hit them consistently.

No more leaving money on the table.

What You’ll Learn:

• The most common roofing sales bonus types
• Examples of real-world bonus structures
• How to qualify for and trigger bonuses
• Mistakes that cost reps their bonuses
• How to negotiate or propose a better bonus system

The 5 Most Common Roofing Sales Bonus Types

After working in roofing sales for years, I've seen pretty much every bonus structure out there.

Trust me, understanding these can make or break your income potential.

Per-Job Bonuses are your bread and butter. Most companies pay either a flat rate (like $200 per install) or percentage-based bonuses when you land premium upgrades.

I've found that focusing on architectural shingles over basic 3-tabs can boost your per-job earnings by 30-40%.

Volume Bonuses reward consistency. Hit your monthly target of 15 jobs? You might see an extra $500-1000. These really add up during busy storm seasons.

Leaderboard Bonuses create friendly competition. Last quarter, our top closer won $2,500 just for being number one. It's motivating, but don't let it stress you out if you're not naturally competitive.

Self-Gen Bonuses are where the real money lives. At my last company, we got 5% commission on company leads but 8% on self-generated ones. Door-knocking might be tough, but that extra 3% adds up fast on a $15,000 job.

Retention Bonuses keep good reps around. Year-end payouts of $3,000-5,000 aren't uncommon if you stick it out.

Pro tip: Watch for those quirky incentives too. I once earned an extra $300 for being first to sell Owens Corning Duration in "Midnight Plum" on a 2,500+ sq ft home. Easy money if you're paying attention!

Per-Job Roofing Bonuses (Most Common)

These are honestly my favorite type of bonus because they're predictable and reward quality over quantity. Every time you close a deal over $15K, you're looking at an extra $200-500 in your pocket depending on the company.

The real money maker here is upgrade incentives. Solar installations, gutter systems, extended warranties - these add-ons can double your bonus potential.

I learned early on that mentioning solar attic fans during the initial pitch increases your chances of selling them by like 60%. Customers appreciate the proactive approach.

Here's the catch though - bonus eligibility is always tied to job completion and clean paperwork.

I've seen reps lose out on hundreds because they forgot to get the homeowner's signature on the materials receipt. Always double-check your docs before submission.

Most companies stack these bonuses on top of your base commission, which is sweet. So you're getting your 8-10% commission plus that extra per-job bonus.

Best For: Reps who naturally sell big-ticket or multi-service deals.

Quick story - when our company first started offering gutters, they offered a bonus for the first person to sell 2,500 linear feet. Seemed impossible at first, but I focused on larger homes in newer developments and hit it within three weeks.

That extra $400 taught me to always pay attention to those temporary incentives - they're usually easier to achieve than you think.

Volume-Based Bonuses (Hit Big—Get Paid Big)

Volume bonuses are where the mid-level and top producers really start separating themselves from the pack. These aren't your everyday $200 per-job bonuses - we're talking serious money for serious production.

Most companies set monthly or quarterly thresholds that can seriously boost your income.

Hit $250K in sales for the quarter? That's usually a $2,500 bonus sitting in your next paycheck. The math gets real interesting when you're already earning solid commission on top of it.

The tiered structure is what makes these so motivating.

You might see something like $100K gets you $500, $150K jumps to $1,000, and $200K lands you $2,000.

That jump from the second to third tier? That's an extra grand for just $50K more in sales. Smart reps learn to time their closings around these thresholds.

Here's where it gets tricky though - most companies require completed installs, not just signed contracts. Your pipeline management becomes crucial because a delayed install can push your bonus into the next quarter.

Best For: Mid to top producers who want to scale their income beyond just commission.

The beauty of volume bonuses is they encourage consistent production rather than feast-or-famine months.

When you know that extra $75K in sales gets you an additional $1,500, it's easier to push through those tough weeks when leads are slow.

Leaderboard & Contest Bonuses (Gamified Payouts)

Honestly, these were always my personal favorite type of bonus. There's something about that competitive energy that just gets your blood pumping and makes you want to crush your numbers.

Most companies run monthly contests with cash prizes or gift cards for top closers. We're talking $1,000-3,000 for first place, which isn't pocket change.

These contests usually focus on contracts signed, completed installs, or net revenue - depending on what the company wants to emphasize that month.

The temporary nature keeps things fresh. One month it's a weekend push contest, the next it's about who can get the most customer reviews.

I remember crushing a review contest once - ended up with 23 five-star Google reviews in two weeks just by being systematic about follow-ups.

My absolute favorite was this bingo board they printed up.

Each square had different items worth different dollar amounts - like $500 for selling a standing seam roof over $40K, $300 for stone-coated steel from DECRA, or $200 for selling Owens Corning Duration in Chateau Green.

Made every sales call feel like a treasure hunt.

Best For: Competitive reps who thrive under pressure.

The key with these contests is treating them like sprints, not marathons. When there's a flash goal or weekend push, you gotta be willing to work those extra hours and make those tough calls.

Self-Generated Lead Bonuses (The Most Underrated Bonus)

This is hands down the most underrated bonus structure in roofing sales, and it's where I saw the biggest income gaps between reps. We're talking an extra $100-300 per deal on top of your already higher commission rate.

Here's the math that'll blow your mind: most companies pay 5-6% on company leads but bump you to 8-10% on self-generated ones.

Then they stack a self-gen bonus on top. So on a $20K job, instead of earning $1,000, you're looking at $1,600 in commission plus maybe another $200 bonus.

That's almost double the payout.

The catch? You need clean CRM tagging and solid lead source tracking.

Companies are strict about this because they're using these bonuses to cut their marketing costs. Can't blame them - why spend $500 per lead when their reps can generate them for $200?

Best For: Door knockers, referral machines, and inbound lead closers.

Here's where I saw the lazy reps who just waited around to get spoon-fed company leads really suffer.

While they're complaining about lead quality, the hustlers are out there door-knocking after storm damage or building referral networks with insurance adjusters.

The referral game is especially underrated. One solid relationship with a restoration company can feed you 3-4 deals per month.

At $300 bonus each plus higher commission, that's serious money for maintaining one relationship.

Retention, Loyalty, and Annual Bonuses

These bonuses are becoming more common as roofing companies realize how expensive it is to constantly train new reps.

We're talking serious money - usually $3,000-8,000 paid out in December or after the holiday install season wraps up.

Most companies tie these to performance minimums though. You might need to hit $1M in annual sales or maintain a certain closing percentage to qualify. It's their way of rewarding productive long-term reps, not just anyone who sticks around.

The timing makes sense from a business perspective.

December payouts help with holiday expenses, while post-season bonuses (January/February) keep good reps from jumping ship during the slow months when other companies are recruiting.

Smart companies structure these as escalating bonuses too.

Maybe $2,000 after year one, $4,000 after year two, and $6,000+ for three-year veterans. The message is clear - we want you to stay.

Best For: Long-term reps at established roofing companies.

Here's what's interesting - these bonuses often more than make up for the grass-is-greener offers from competitors.

When you factor in the time it takes to learn new systems, build relationships with install crews, and understand territory nuances, that $5K retention bonus suddenly looks pretty attractive compared to switching companies for a 1% commission bump.

The volatility in this industry makes loyalty bonuses a smart move for both sides.

How to Track and Maximize Your Bonuses

The biggest mistake I see reps make is not tracking their bonuses properly. You're leaving money on the table if you don't know exactly where you stand each month.

Use a bonus tracking sheet - whether it's Google Sheets or your CRM dashboard.

Having everything in one place saves you from those "wait, did I hit my threshold?" moments at month-end.

Know your thresholds inside and out. I keep mine written on a sticky note by my monitor. $150K for the $1,000 volume bonus, $200K for the $2,500 tier. When you're at $148K with three days left in the month, you know exactly what you need to push for.

Schedule installs strategically when possible. If you're close to a quarterly threshold and have flexibility, coordinate with your install manager to get jobs completed before cutoff dates. Those few days can mean the difference between hitting or missing a $2,000 bonus.

Log every detail - upgrade sales, self-gen sources, completion dates. I've seen reps lose bonuses because they couldn't prove a lead was self-generated or an upgrade was properly documented.

Review comp plans monthly with management. Payroll errors happen more than you'd think. I caught a $400 missing bonus last year just by double-checking my numbers against theirs.

How to Negotiate or Propose a Bonus Structure

Whether you're a rep pushing for better incentives, a sales manager making the case to ownership, or a business owner looking to retain top talent, data is your best friend in these conversations.

For Sales Reps: Start with hard numbers. "Over the past 12 months, I've closed $2.3M in sales. With a self-gen bonus structure, I could realistically push that to $3M because I'd have motivation to door-knock more aggressively." Show them the revenue potential, not just what you want.

For Sales Managers: Frame it as a retention and recruitment tool. "We're losing good reps to companies offering volume bonuses. If we implement a tiered system - $500 at $100K, $1,500 at $200K - we'll keep our mid-tier producers and attract experienced talent from competitors."

For Business Owners: Think cash flow positive. Propose bonuses that only trigger after job completion and payment collection. A $300 bonus on a $20K job with 35% margins still leaves you ahead if it motivates higher production.

Create win-wins by tying bonuses to company goals. Higher margin jobs, better customer reviews, or reduced lead costs through self-generation. Make it clear you're solving business problems, not just asking for more money.

Use competitor intel strategically. "XYZ Roofing offers 8% on self-gen leads while we're at 6%" gives context without sounding threatening. Most owners want to stay competitive but need the business case spelled out.

Bonuses Are Earned, Not Given—But They’re Negotiable

Roofing sales bonuses aren’t just “extra” money—they’re strategic tools to increase rep performance, reduce turnover, and reward consistent excellence.

If you want to take home 6-figures+ in roofing, don’t just sell more roofs—sell smart and structure your activity around bonuses. 

Whether you’re closing fat deals or running a self-gen machine, the right bonus structure can 2x your income with the same number of jobs.