This year Nevada Business Journal selected the “Best Places to Work” by asking members of the business community to nominate companies they felt were good employers. From that list, we selected the six top nominees based on responses to our questionnaire. We then interviewed a sampling of each nominee’s staff to see why these employees felt their workplaces were the best.
Here’s what we found. Not surprisingly, all six of our winning companies offered generous benefits packages, including a wide range of insurance benefits, 401(k) retirement plans (some with corporate matching funds), stock incentives and bonus plans. Virtually all companies supported their staff through performance incentives and training programs, fostered team spirit, and acknowledged employee performance and civic commitment through recognition and rewards programs.
Although employees in each company appreciated their benefits, the most important factors in determining whether employees felt their company was one of the “best” places to work included: the atmosphere of teamwork, commitment to the company as family, concern for the advancement of the workers, and support for the community fostered by corporate leadership.
AT&T WIRELESS – AT&T Wireless offers mobile, wireless voice and data communications for businesses and consumers. The firm, which employs 120 people throughout the state, is overseen by Tammi Terrell, vice president and general manager for Nevada. Terrell stressed, “Employee job satisfaction is top priority here at AT&T Wireless. Our employees’ opinions count. Every year, each employee has the opportunity to provide feedback via an anonymous survey. We tabulate the results and use them to develop an action plan. I also like to keep an open-door policy so employees can come directly to me with ideas and suggestions.”
Such input helps keep business running smoothly in the hectic world of wireless communications. Terrell added, “AT&T Wireless’ culture fosters fun and excitement in a fast-paced work environment where technology is ever-changing. Employees take pride in working hard and having fun, while getting the job done. It’s important that they feel they have a voice and their opinion counts.”
Chris Ostler, an information technology manager who was attracted to AT&T Wireless six years ago by the generous benefits package, agrees. “I was an accountant working in the public sector, so I saw all kinds of benefits packages from companies in various industries, and AT&T Wireless’ package was unrivaled.” Although the benefits package was the hook that brought Ostler into the company, the “entrepreneurial environment” is one of the primary reasons he stays. “They really, truly encourage you to go down the path you want. With my background I started in finance, but after three years I was offered a chance to change directions. There are no boundaries. They will offer you the opportunity to move and then train you to get there.”
Besides in-house and on-line training, AT&T Wireless reimburses tuition for employees seeking graduate and undergraduate degrees. The company also offers numerous incentives and forms of recognition to encourage employees to excel. Robert Kemple, the lead district indirect manager explained, “We’re a totally empowered workforce. If someone makes a bad decision, we don’t reprimand him or her, but look for ways to improve and move on. We also try to reward excellence at every level. If you see a co-worker do something extraordinary, you can give them immediate recognition through our Moment of Excellence certificate program.” The Moment of Excellence allows managers and fellow employees to immediately recognize and reward employees. The quarterly Spirit of Excellence awards and the yearly Circle of Excellence awards take that recognition to the next level with incentives, gifts and trips.
AT&T Wireless also encourages its employees to take part in the community through its “Connects” program. Each employee receives eight hours of pay per year for volunteering in the community or participating in group projects such as fundraising drives, food bank drives, Toys for Tots or local United Way annual campaigns.
COX COMMUNICATIONS – Cox Communications’ operation in Southern Nevada employs nearly 1,000 people and is the fastest growing cable system in the nationwide Cox network. Yet, despite its size, family, community and teamwork are the hallmarks of the local operation. Steve Shorr, vice president of public and government affairs, who has spent 35 years in the communications business, said he finds Cox the best place he’s ever worked. “I’ve been with Cox three years and have never come across a company that cares so much about its employees and the community,” he noted.
To develop employees, Cox provides internal training in each facet of its operation and maintains its own local training facility, the Learning Center. Last year the Learning Center provided Las Vegas employees with more than 76,000 hours of training, or approximately 85 hours per employee. This year it is implementing a new class in business conversational Spanish so employees in the community can communicate better with Cox’s Hispanic customers.
Cox’s training benefits both the employee and the company, and Cox promotes from within, providing employees with career advancement opportunities. Tobiann Jones, a field service/contractor relations program coordinator who came to Cox three years ago, likes the company’s policy. “It’s huge for employees to know they can grow and aspire. The most important thing to me is that they take everybody on a case-by-case basis. They’re flexible and work with you to try to help you.”
Cox also promotes the feeling of teamwork and family. Gwen Walton, customer service representative, likes working in that environment. “Cox is family-oriented,” she said. “I spend more time with co-workers than with family, so it’s nice to know you’re not just an employee. The company encourages you, and there is an open-door policy if you need to talk with a manager or supervisor.”
That open-door policy extends to the upper echelons, according to Isela Nejbauer, the director of employee development. “Senior leadership supports an open-door policy throughout the company, including at the top. Some companies say they have such a policy, but we really do. If you feel it’s necessary, you can go to anyone you want without fear.”
Nejbauer added, “Cox is also a truly diversified company. We celebrate ethnic diversity and try to hire so we match the diversity of our customers.” In support of that diversity, Cox hosted its first United We Stand event in June. Employees have enthusiastically embraced the idea and the street-fair event featured booths, entertainment and food reflecting the numerous ethnicities of Cox’s employees.
Cox also encourages employee volunteerism for charitable, non-profit and community events. This year more than 120 employees participated in the Veteran’s Day Parade and are providing support to more than 100 local organizations. Through its “Cable in the Classroom” and “Line to Learning” programs Cox provides free cable and high-speed Internet to local schools and has deemed Andre Agassi College Preparatory Academy as a Cox Model Technology School – one of only eight in the U.S.
MILGARD WINDOWS – Milgard Windows is the largest manufacturer of windows in the western United States. Starting out as a five-person glass shop in 1958, Milgard now has locations in 14 states and employs more than 2,500 people. In Las Vegas, Milgard employs a staff of more than 200. General Manager Bill Spencer explained, “Milgard’s history of growth and success is due to the strength of our employees. Our people work each day to make our quality products and provide a higher level of performance and customer service.” To support those employees, Milgard offers an in-house Leadership Development Program in which senior executives in the company teach and facilitate classes. This program has a three-tiered training curriculum addressing a wide range of topics such as strategic hiring, work environment, customer service and customer care, business focus, performance coaching, accountability and quality. For those who wish to go on to collage, Milgard also offers a partial tuition reimbursement for higher education.
Employees’ contributions to the company are recognized through awards and incentives. The “Employee of the Year” award recognizes superior performance and Milgard’s “Customer Service Hero” award is presented for exemplary customer care. Both awards come with cash and other gifts, such as a vacation to Disneyland or tickets to Las Vegas shows. Milgard also recognizes its employees with Length of Service awards, a barbeque for workers who are injury-free for two years or longer, and a Community Volunteer of the Year award. Such recognition fosters feelings of appreciation, commitment and team spirit.
“Team spirit is what has made Milgard a company that I enjoy working for,” Melody McNutt, outside representative for Milgard Windows explained. “I think of Milgard as a second family and value the company as a place I can call home.”
Milgard encourages its employees to give back to the community by participating in volunteer programs through its Milgard Community Action Team or MG/CAT. MG/CAT organizes monthly events like fundraisers, special activities for underprivileged children, elderly assistance or community beautification. Carol Caley, human resources manager explained, “As a team representing volunteerism, we are committed to putting our people and resources to work for the good of others. We wish to be a catalyst that inspires others to become more involved in giving of themselves, their time and their talents to the community.” Milgard has been recognized as a good corporate citizen receiving the “Impact on the Community” award from Clark County in May 2002, as well as a Neighborhood Award for Service.
PULTE HOMES – ” The way it should be.” For Pulte Homes, that saying applies to all it does, whether it is building a home or encouraging employees to be the best they can be. In Southern Nevada, Pulte employs over 100 people and is presently offering homes in 12 new communities. In September of 2001, Pulte announced that it had earned the highest ranking possible among Las Vegas builders in J.D. Powers and Associates’ 2001 New Home Builder Customer Satisfaction Study. The study findings, based on responses from over 45,000 buyers of new homes in 10 of the largest U.S. markets, included Clark County. To maintain its standing in the housing industry, Pulte relies on the dedication and commitment of its employees. To that end, Pulte fosters an atmosphere of teamwork and family.
“At Pulte, we hold various events to show appreciation for our employees and their families,” said Steve Petruska, president of Pulte Homes Las Vegas division and southwest region. “By embracing a team culture, we ultimately build a better product because each and every one of us is a part of it.” According to Joe Whatley, vice president of sales and also a Pulte homeowner, “Pulte is a family-oriented company. We work hard, and Pulte takes the time to recognize our spouses and families for supporting us. In fact, every year, our spouses and families are honored at a banquet to show that Pulte cares about our families as much as we do.”
In the spirit of “that’s the way it should be,” Pulte works to create a family atmosphere and team approach at work. The company encourages activities to strengthen the Pulte family by holding quarterly meetings to enhance camaraderie and team spirit while having fun. Company activities often include picnics, parties, baseball games and other family activities. Recently, the entire company went on a trip in which employees could select their own destination – a cruise or a trip to Cabo San Lucas.
Pulte encourages employees to wear many hats and to help out anywhere and anytime they are needed. “We are always helping each other,” said Saundra Ware, a sales agent at Eden Ridge in Summerlin. “Everybody has such a positive attitude and is always willing to help each other, no matter what department you are in.”
Executive Assistant Linda Jones agrees. ” Everyone at Pulte is so team-oriented. Pulte is a family where we all work together toward the same goals.”
To obtain its goals, Pulte encourages employees to attend classes and seminars and offers leadership training and tuition reimbursement so team members can keep up to date with what’s happening in the industry.
R&R PARTNERS – Named one of the top 100 advertising agencies in the U.S. by Adweek Magazine for the second year in a row, R&R is best known locally for its worldwide promotion of Las Vegas as a tourist destination. But despite its high corporate profile, R&R is viewed as a “family” business by its employees. Billy “Pops” Aguilara, a graphic artist who has been with the company for 28 years, said, “Working here is like a marriage. You don’t count the days. You just go from day to day and years go by. I’ve had wonderful bosses who all had the same vision. R&R provides opportunities to a lot of young people. If you help them get their start in the business, they’ll do a good job for you.”
R&R’s concern for its own was never so apparent as during the weeks following Sept. 11. R&R held its ground while advertising agencies all over the country were laying off employees. “Billy [Vassiliadis] made it clear that managers would take a pay cut before we laid anyone off,” Fran Barr, R&R’s director of human resources, explained. “Luckily, things began to come back and we didn’t let anyone go.”
Such loyalty to the employees is reflected back onto R&R management in the form of individuals who love their job and their company. R&R’s 2001 Employee of the Year, Marla Bauer, who received a 12-day vacation to Costa Rica for herself and her husband, said, “I’ve been overwhelmed by how much encouragement, support and trust you get. They allow you to do your job without micro-management. They’ve allowed me to grow both personally and professionally.”
Training is a major component of R&R’s employee development efforts. “R&R University” provides a core curriculum for all employees in branding, R&R terms and definitions, and the “who, what and where” of advertising. Once the core classes are completed, employees are encouraged to continue on to expand their knowledge and skills on a range of topics from to writing to strategic planning.
Training is only one benefit offered by R&R. Barr discussed some of the others that are particularly useful in recruiting. “R&R employs 65 percent women and is very sensitive to their family needs. We offer a great amount of flexibility so parents can be with their children when needed. We have a disability package that allows new parents to stay home with full pay for six weeks after the arrival of a new baby and reduced pay after that. We also offer 18 days a year paid time off for employees to use any way they want or need.”
R&R’s dedication to its employees and their families is shown through numerous parties and events sponsored by the firm throughout the year. One of the highlights is a special Christmas party for the employees’ children. Festivities include a visit from Santa Claus, gifts and photographs. Barr noted, “We just moved into our new 45,000-square-foot building and it includes a lounge built just for our employees’ children.”
R&R is also a dedicated community partner that has done pro bono work for numerous charities and non-profits and has helped the Andre Agassi Charitable Foundation raise millions of dollars to help at-risk youth in Las Vegas.
SIERRA HEALTH SERVICES – Sierra Health Services is one of the largest healthcare and insurance providers in Nevada. With more than 2,500 employees, it is also one of the largest non-gaming employers in the state. Because of its business, Sierra offers employees insurance benefits and options beyond the average compensation package, including special rates for long-term health care, voluntary group legal, voluntary auto/home insurance, pet insurance and a variety of life and disability insurance options.
In the spring of 2002, National Organization for Women recognized Sierra Health Services for its equitable compensation policies. “It is interesting to be recognized for establishing a policy that simply should be routine practice,” said Jenny Des Vaux Oakes, assistant vice president of Sierra Health Services. “Women make up the majority of Sierra’s workforce and function at the highest levels of management. We support and promote the growth of all of our employees, regardless of their gender or other individual differences.”
Sierra’s tuition reimbursement program and on-site educational programs support employee enhancement and advancement. Community College of Southern Nevada offers on-site classes in computers, professional development and management skills for all levels of employees. Paulette Mudrah, administrative coordinator for Sierra, noted, “Educational tuition reimbursement and in-house education classes assist employees in preparing for management positions or to enhance the position they already hold.”
Like many of its counterparts, Sierra is a major supporter of volunteerism and community programs. In 1999 the Nevada March of Dimes honored Sierra with the Franklin Delano Roosevelt Award, a special award given to recognize exemplary support, when Sierra employees raised almost $80,000 in donations.
Sierra’s employees have formed SHARE (Sierra’s Helpful and Responsive Employees) to assist by volunteering throughout the community, and a number of them serve on boards and committees of numerous civic, non-profit and industry associations nationwide, including the Las Vegas Chamber of Commerce, UNLV Foundation, CCSN Foundation, United Way of Southern Nevada, Ronald McDonald House and many more.
One of the Sierra family’s favorite community involvements is with Community-School Partnership Program. For more than 10 years, Sierra’s employees have mentored, raised funds, donated time, sponsored field trips, purchased books and supported teachers and students at the Twin Lakes elementary school. Sierra employees have become so involved with the school that they have started a support program to validate and recognize Twin Lakes teachers for their contributions and dedication to the school.
The companies chosen as “Best Places to Work” have several practices in common. They empower employees through training and recognition, encourage teamwork, show commitment to community and family, and provide a good, productive working environment with generous benefits. When companies value their employees and the employees feel valued, the workplace becomes the best it can be.
