Ask 10 employees what makes a company a great place to work, and the responses will vary depending upon the individual. Do they like flextime, performance bonuses, recognition, advancement opportunities or a strong retirement plan?
“As companies become more high-tech in their day-to-day processes, employees want more high touch,” said Jane Whisner, CTC, CTS, manager of HR Solutions and Sales Staffing for the Eastridge Group, the largest privately held staffing firm in Southern California and Nevada. “When it comes to the types of benefits employees want, it depends on what generation you’re talking to. For example, I know a woman whose employer would not give her time off to attend her 6-year-old daughter’s school play. So she took a job for less money at a company with a strong emphasis on family.”
According to Whisner, Generation Xers and those just entering the workforce are most interested in flextime and a family-friendly environment, while Baby Boomers may not be interested in maternity benefits, but are very concerned about retirement plans.
Whisner likes many of the programs the Nevada Business Journal’s top six picks have implemented, especially when it comes to training, rewards and recognition. Recognition programs, she noted, can be inexpensive to implement, but can significantly boost employee morale.
“I’ve seen people list being named Employee of the Month on their resumes,” said Whisner. “People like to be publicly recognized and to see their name in print, even if it’s only in the office newsletter. It’s great to catch someone doing something right.”
Looking ahead as shifts in the workforce begin to make an impact, Whisner noted that companies are going to have to be more proactive in attracting top talent, especially candidates already working for other companies. “People want to be paid appropriately, but it’s more than that,” she said. “It’s quality of life and how stable a company is. The applicants know they’ll do a good job, but will the company be around?”
Here are the Nevada Business Journal’s picks for the 2003 Nevada’s Best Places to Work. Employees and members of the business community submitted nominations, which were reviewed by the editorial team at the NBJ. Top picks were made based on benefits, training, rewards, recognition and team spirit.
Bank of Nevada
Bank of Nevada currently has two branches, with a third location set to open in fall 2003. The bank, with a staff of 41 employees, offers benefits that range from the expected, such as medical, dental, vision, long-term disability and life insurance, to the unexpected, including a 401(k) program complete with generous employer match and the added benefit of employees becoming vested immediately with their match monies.
An enviable dress code (polo shirts paid for by the bank, shorts in the summer), ongoing training and a bonus program (ranging from one week’s salary to 10 percent of the employee’s annual salary) create a positive and upbeat work environment, and it shows.
“I have always said banks are made of bricks, mortar, a vault and some cash, but what distinguishes the great banks from their peers is their people,” said John S. Gaynor, vice chairman, president and CEO of Bank of Nevada.
Gaynor’s philosophy extends to the community, where bank employees are encouraged to get involved in non-profit and charitable organizations. Bank of Nevada supports its employees by encouraging them to take part in board meetings and events on company time, and by sponsoring a variety of activities for organizations ranging from Opportunity Village’s Magical Forest to Toys for Tots.
“Our bank was founded by long-time Nevada bankers who shared the vision that the keystone to a successful venture would be to treat our employees and customers as we would like to be treated,” said Gaynor. “It’s not a new concept, but one that appears to have been lost somewhere long the way. And guess what? It’s working and working quite well.”
GES Exposition Services
GES provides exhibition and event services in every major convention market across North America, and produces globally recognized trade shows including Consumer Electronics Show, MAGIC and COMDEX. The company, which employs 1,500 people, is a wholly-owned subsidiary of Phoenix-based Viad Corp, a publicly held corporation.
When it comes to benefits and training, GES management knows what employees want. In addition to offering full-coverage benefits and two reimbursement accounts (one for healthcare, one for childcare), the company also offers flextime and telecommuting for employees, depending on the best fit for their position.
Training programs are also designed to motivate and satisfy employees. They range from internships for University of Nevada, Las Vegas students to a management skills training program, which is offered to new managers every quarter.
GES also has customized incentive plans based on the goals and objectives of each department. The company’s “On the Spot” program rewards all non-union, full-time, non-bonus-eligible employees with cash rewards for over-the-top contributions to the company’s success. Recognition programs are equally important. The company’s “Spotlight” peer-to-peer recognition program empowers employees to recognize their colleagues for outstanding performance.
Annually, GES honors employee anniversaries with service awards for five, 10, 15, 20 and more years of service. And, the company’s Employee of the Year program rewards each location winner who is submitted for regional competition with cash and prizes.
“As one of the major employers in the state of Nevada, we are extremely proud of our dedicated employees and are pleased to provide them with excellent benefits, a challenging work environment and company-wide recognition programs,” said Paul Dykstra, president and CEO of GES Exposition Services.
JMA Architecture Studios
JMA Architecture Studios is one of Nevada’s largest and most recognized architecture firms. The company, which is licensed in 22 states, employs 90 professionals.
JMA offers a unique blend of traditional benefits (medical, dental, sick time, vacation time) and special “perks.” The perks include flex time, discount gym memberships, discount programs with various vendors, and breakfast provided every morning at 9 a.m.
As a professional services firm, JMA recognizes the importance of keeping employees up to date on the latest news and technology in the field. It offers tuition reimbursement for employees pursuing continuing education in the field, and covers the costs of exams, licensing and registrations related to the profession. Perhaps most innovative, the company has created its own “School of Professional Practice,” in which employees specialized in specific fields share their time and talents with fellow employees wishing to learn a particular subject. For example, if several employees are studying for the architecture exam, JMA will prepare a six-week course to help train and prepare them.
Rewards and recognition are also key at JMA. They include an overtime bonus, which is especially appreciated. Although most company professionals are on salary, they often work more than 40 hours to complete their projects. Performance bonuses are awarded quarterly, and an employee of the month (and year) is chosen by vote.
“The strength of a professional services company is in its people,” said Thomas J. Schoeman, AIA, president. “We at JMA support the quality of development of all our people.”
Saint Mary’s Health Network
For nearly a century, Saint Mary’s has provided quality healthcare with compassion. And for the third consecutive year, it has been named one of the top 100 healthcare systems in the nation by Modern Healthcare magazine.
“Our success is accredited to our outstanding physicians, along with nurses and a staff dedicated to providing our community with the best healthcare services possible,” said Jeff K. Bills, president and CEO of Saint Mary’s.
The Northern Nevada health network employs 2,000 people, but management’s philosophy on benefits is surprisingly simple: healthy, happy, satisfied employees are able to fulfill Saint Mary’s mission and provide better customer service to patients. As a result, Saint Mary’s offers a range of comprehensive benefits, including onsite child care, a pension plan, an employee wellness program, crisis support program, shift differential, free fitness assessments and more.
Education is an investment, one that benefits the company, its employees and its customers. In addition to encouraging continuing education, Saint Mary’s offers a variety of training opportunities, including parenting classes, computer classes, health and wellness classes, in-service training for team building and communication skills, and annual conferences.
Rewards and employee recognition programs are popular, including long service bonuses, nurse of the year, and an annual recognition dinner for employees with five years of service or more. The dinner draws 1,200 attendees, proving that retention at Saint Mary’s is strong. “Almost 900 of our employees have been with us for 10 years or more,” said Bills.
To keep teem spirit strong, Saint Mary’s offers a variety of programs and projects that encourage employees to work together in various capacities and build a sense of community. Programs include employee newsletters, employee suggestion program, nursing relations council, annual employee opinion survey and brown bag quarterly lunches with Bills.
Sprint
Sprint is a global communications company serving more than 26 million business and residential customers in over 70 countries. The company provides local voice and data services in 18 states and operates the largest 100-percent digital, nationwide PCS wireless network in the nation. In Nevada, Sprint employs 1,800 professionals.
With an eye toward hiring and retaining the best employees, Sprint offers competitive salaries and benefits. Notable benefits include flextime, an employee stock purchase plan, free financial planning and college planning seminars and steep discounts on Sprint’s services.
The company takes a unique approach to employee development, which earned the company third place on Training magazine’s 2003 Training Top 100 list for organizations that excel at human resources development.
One performance support tool is Sprint’s University of Excellence, which provides employees performance and learning capabilities. The University helps Sprint employees plan and implement personal development by providing learning opportunities that will help them improve current job performances and prepare them for future jobs.
The company is also known for its employee recognition program, which recognizes employees locally, regionally and nationally. “Sprint Values Excellence” rewards employees and teams that make speed, responsiveness and simplicity a reality, while “Drivers of Excellence” rewards both technicians and districts for performance based on productivity measurements that emphasize fast, reliable and error-free service.
“Sprint has always provided its employees with competitive benefits, award-winning training courses, and innovative rewards and recognition programs,” said Lou Emmert, vice president and general manager of Sprint Nevada. “Sprint has a committed team of employees who lead the way when it comes to spirit and enthusiasm.”
Much of that spirit is apparent in Sprint’s annual participation in community events such as Rebuilding Together with Christmas in April, the Juvenile Diabetes Research Foundation Walk to Cure Diabetes and the March of Dimes Walk America.
Truckee Meadows Water Authority
The Truckee Meadows Water Authority (TMWA) provides water for customers in Truckee Meadows and Northern Nevada. It is a unique public partnership formed in 2001 by a collaboration of the cities of Reno and Sparks and Washoe County.
TMWA provides its 130 employees with a strong benefits package, including overtime pay; standby pay; group health, dental and vision insurance; deferred compensation programs; a retirement plan; and an employee assistance program. The organization also offers an attractive flextime program for management, professional, administrative and technical employees.
TNWA is committed to promoting from within and to continuous training and professional development for its employees. This is apparent in its successful apprentice program, which is offered to fitters, water plant operators, hydro-generation mechanics, maintenance and control mechanics and electrical technicians.
Since TNWA is publicly owned, employees have a vested interest in its success. In a work environment that is described as relaxed and friendly, employees can focus on individual and corporate goals and they are rewarded accordingly.
One of the organization’s most popular team-building events is an annual picnic for employees and families held on the shores of the Truckee River at a TMWA operations site. The event gives people the chance to be a part of a day of fun and friendship, resulting in a stronger, more focused team.
Other events include taking part in the local Corporate Challenge, adopting needy families and children during the holidays, actively supporting the United Way, and helping with clean-up programs, especially those that involve the Truckee River.
“We’ve worked hard to establish an environment that is employee friendly,” said Lori Williams, CEO. “We’re like a big family here. We share a wonderful camaraderie, along with a strong commitment to providing awesome service to our customers.”
