101 Best & Brightest - 2014 Award Submission

& CONSTRUCTION PROFESSIONALS

101 Best & Brightest Companies to Work For Supplemental Information 2014

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

Contents Compensation, Benefits & Employee Solutions Employee Enrichment, Engagement & Retention Employee Education & Development Recruitment, Selection & Orientation Employee Achievement & Recognition Communication & Shared Vision Diversity & Inclusion

Work-Life Balance Community Initiatives Strategic Company Performance Additional Information

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

Compensation, Benefits & Employee Solutions

• The best investment we can make is in our employees • Creative compensation • Special outings to reward employees and encourage team building • Special treats on holidays • Hand-written notes from the CEO to employees and their spouses

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“I really appreciate the surprise outings, like the time we skipped a management meeting and had a picnic in the park and went to the Saugatuck Dune. It was such a relaxing afternoon! It is fun to let loose and bond with our coworkers in a non-threatening environment.

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Guy Descloux Project Manager

• Encourage healthy living through discounts and motivation • Provide outstanding health care coverage to employees and families

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

Please describe any innovative solutions your organization offers with regard to compensation and benefits.

Of course we would love it if everyone came to work only because of their passion for the work and the people they work with. However, the reality is that most people’s top priority at work is to make a living for themselves and their families. At Elzinga & Volkers, we constantly explore new ways to reward our employees for their hard work and commitment while keeping costs and pay scale competitive with the market.

Getting Outside of the Office

Underwriting unique and fun activities outside the office and the normal workday has been a great way to reward our employees for their combined efforts. Some of our activities and outings in 2013 included:

Girl’s Lunch

»» Tubing in Fremont, MI, dinner and an overnight stay at the Amway Grand Hotel for all of the support, accounting and administrative staff. »» An all-expenses-paid trip to see a Detroit Tigers game including a coach bus, fun activities and prizes, dinner and a ticket to the game. This outing was attended by 36 employees. »» Our annual golf scramble and lunch is a half day event attended by over 40 employees. »» Our family fun day at Michigan’s Adventure included well over 100 employees including kids, spouses and other guests. »» Over 30 employees attended our winter bowling outing, which included a pizza dinner and beverages. As with many of our events, the bowling outing is open to all employees.

Sue’s 50th Birthday Celebration

Even regular operations and management meetings are used as an opportunity to thank our employees through unique events. This past fall, one of our management meetings was interrupted by a team from the Grand Rapids Children’s Museum who brought in a host of toys and fun materials for what they called Corporate Recess. On another occasion, our normal management meeting was substituted with a surprise picnic in the park, dune ride in Saugatuck and drinks afterwards on Lake Macatawa. While these events don’t necessarily affect an employee’s take-home pay, they represent a significant, but very worthwhile, investment in our team members.

Personalized Gifts of Appreciation

We were again blessed this year with strong business growth and financial strength. This strength has again allowed us to share the fruits of our labor with those who work so hard every day. This year, in addition to cash bonuses, employees received special gifts that either reflected their personal interest or broke the mold of a traditional Christmas gift. Each bonus was accompanied by a hand written note to the employee and, in many cases, to the employee’s spouse. In the course of writing these letters of thanks and appreciation, our CEO went through eight sharpie markers!

Saugatuck Dune Rides

One of the most satisfying activities for our leadership team is surprising employees with personalized gifts for going beyond the normal demands of the job. Employees this year received gifts such as a home brewing and kegging system for craft beer and a summer full of concert tickets with a personalized concert poster to remember it by. Our leadership team prides ourselves in knowing our employees on a deeper level. Some argue that it is easier to stay disconnected with your employees, but we benefit greatly from knowing the people we work with and understanding their joys and sorrows. This connection and care allows us to get the very best out of each person.

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

Halloween Costume Contest

Outstanding Healthcare Coverage

Insurance renewal is not typically an exciting time for our employees, so it was a pleasant surprise when we were able to announce that our insurance costs for 2014 would not change from 2013, with the exception of a new tax levied by the Affordable Care Act. We were told directly by our insurance providers that our healthy workforce, safety practices and wellness program have positioned us well in a very uncertain insurance marketplace. We are extremely proud of these efforts and will continue to work hard at keeping healthcare coverage affordable and accessible.

As in past years, Elzinga & Volkers continues to offer health insurance co-pay discounts of up to 30% are given to non-tobacco users. Also, we provide free health screenings, a $45 dollar value, to all employees by qualified nursing staff. These confidential, specific health counseling services help to prevent health issues from occurring. We conveniently offer these screenings at our office after a company-wide meeting to make them easily accessible to all employees. Flu shots and TB testing are also offered free of charge to all employees and are administered conveniently at our offices.

We also continue to add services and benefits to our wellness program. This year, Elzinga & Volkers added Rx optical membership to our healthcare coverage options. We also reinstated our gym membership reimbursement program for all employees and gave away $2,500 in cash prizes for losing a collective 380 pounds during our annual Biggest Loser competition. We have very few employees who smoke and our random tobacco screenings combined with smoking secession programs have kept this number low and encouraged some long time smokers to quit. We are very proud of our employees for the life changing health decisions they have made in 2013.

Employee Events from 2013 included: » Milestone birthday meals and gifts

» A Whitecaps baseball game and picnic dinner

» Referral bonuses in 2013 totaling $3,000. Since 2009, we have given over $10,000 in referral bonuses for recruiting over 50 new employees.

» An increase in our 401K match program

» Tailgate party with prizes and games for Michigan/Michigan State game

» A fantastic Christmas party with raffle prizes, games and a personalized door prize for every employee.

» A Halloween costume contest

In addition to our many annual events, our plans for 2014 include: » Continuing wellness program with cash prizes

» A companywide stakeholders meeting, set up like a high-end convention, with a fun social event open to all employees. » A key stakeholder’s long-term compensation program similar to corporate stock ownership. Key employees will be offered a long-term incentive for a

commitment to the ongoing mission of the organization.

» Celebrating 2,500 safe days on March 20 with a safety symposium, including a kick-off seminar, week of safety certification classes for our company’s and many subcontractors’ companies, and a culminating party at the end of the week.

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

• Employee on-boarding process

Enrichment, Engagement & Retention

• “Savoring our Successes” board • Friday celebrations • Supporting personal & professional goals • Company monthly meetings – breaking the blue/white collar perception

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Keeping our employees safe is our top priority, and we continually seek to improve all aspects of our safety performance. It is integrated into everything we do - both in the office and on the jobsites. We want each of our employees to go home happy and healthy at the end of each day.

• Regionally recognized safety program -- 2,400 days without any lost-time injuries

Tony Roussey Vice President of Operations

• Open door policy

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Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

Please provide additional details regarding your organization’s initiatives to build a more engaged workforce and how your company demonstrates employee enrichment by treating them as a whole person (not just within their job functions).

A Warm Welcome

When we hire a new employee, we work to engage them before they even begin their job. Our employee on-boarding process allows new employees the opportunity to sit down with senior management personnel on their first day and get to know each other as well as the company’s history, the markets we serve, and our strategy for obtaining future work. We tell stories about our rich history to get them excited about their future. This process has been very effective and helps the employee feel like part of the team right from the start.

Monthly Safety Meetings

Our President and Vice President of Operations have regular breakfast meetings with all tradespeople throughout the year. At these meetings, tradespeople are encouraged to express any needs they have and offer up suggestions for improvements in the field. The executives follow up on these items to ensure they are addressed. These meetings are especially important in our industry because they help to bridge the gap between the office and the field. Through this, field employees, who are not in the office very often know they have a voice that it is being heard, which builds in them a sense of loyalty and pride.

Safety First

Once a month, our entire company gets together for our “Safety and Update” meeting. The goal of these meetings is to communicate important items to employees such as projects we are pursuing, new work that has been recently awarded, employee updates, and construction techniques that will keep everyone safer in the field.

We want all employees to be heavily engaged in all aspects of our business! These meetings have been very successful because they bring all areas of our company together to create a team feel and keep everyone in the loop. We work diligently to break the blue/white collar perception; every worker is significant in our organization!

Another place that our employee engagement shows its strength is in our regionally recognized safety program.

For the policies and procedures of this safety program to be effective, our employees must truly care about each other and the well-being of their fellow workers. Our industry record-setting safety tally of over 2,400 days (and counting) without any lost-time injuries also illustrates a strong commitment to making our environment a safe place to work.

Mike Novakoski, President/ CEO working one-on-one with an E&V team member

Open Door Policy

It is no mistake that our executive leadership team’s offices are situated in the middle of the first floor of our offices. The E&V leadership team is extremely accessible, taking the open door policy to the next level. If a carpenter or field employee has a question, they can take it directly to one of the executives with no hesitation.

This example is only one of many ways that E&V has been able to break down the roles and hierarchy of traditional companies. We have an inverted organizational chart and firmly believe the CEO is here to support the management staff, and the management to support the field operations. It’s all about the people who most often touch our clients directly – our tradespeople. Communication flows in all directions through the company, not just from the top down.

Safety Demonstration

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

Metro Way 5k

Employee Encouragement

When an employee commits to a goal, whether it is a professional goal like obtaining their Master’s degree, or a personal goal like running a marathon or losing weight, everyone in our office, from the top down, offers support and encouragement throughout the process. We understand that when employees feel supported and ask others to hold them accountable, they can accomplish great things. We allow for flexible working hours, and we offer tuition reimbursement to lighten the financial burden when an employee is already using much of their free time to expand their knowledge base. In addition, we encourage employees to share any personal and professional success at our Friday meetings (More about “Savor our Successes” in Employee Achievement & Recognition).

Continuing to Improve

Our employees have bright ideas, which we encourage them to share. If the suggestions make sense cost and business-wise to implement, we follow through.

One employee requested we buy Adobe software to enhance various marketing projects. This addition has allowed our branding to stay up-to-date and our employees to innovate our communication tactics with the best tools available. Another employee came up with the “Heart at Work” title for our 2014 business plan. When our employees share ideas to further the company, they become more invested and feel like they have truly impacted our success. We would not succeed without these challenges to the status quo.

We started our office renovations in 2012 with modern, tech savvy updates to our boardroom and have since worked our way to the executive and first floor offices. The spaces were very dated and didn’t have any aesthetic appeal, but with the new finishes, offices have warm colored walls and lighting and new furniture. The entire office is slated to finish later this year. This significant investment in the space our employees utilize on a daily basis encourages a sense of commitment to the company and allows for bonding over exciting, positive change to occur during employee gatherings.

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

• Continuous training

Education & Development

• Attending and presenting at conferences • Participating in professional organizations • Investing in targeted skill and safety training • Mentoring programs • Leadership programs • E&V University classes

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

Please provide additional detail regarding your organization’s educational and development initiatives.

Continuous Training

Specialized HILTI and STI firestopping training

Continuous training is one of the most important ways our company can stay competitive and experience continued success. Elzinga & Volkers has channeled our educational and development initiatives toward finding ways to increase our skill sets to make our clients’ industries more successful. Examples from the past year include participating in professional organizations, investing in targeted skill and safety training and in office training and education. We also attended a variety of conferences this year. One targeted conference, Leading Age, was specifically geared toward learning about the senior living industry and the unique challenges to their facilities. Another conference, the Chick-Fil-A Leadership seminar, was useful in molding the leadership skills of interested personnel. With the new tools and techniques we acquired from these initiatives, our office and field employees are able to work more efficiently and effectively. These educational initiatives make our company a sought after expert in our field. We would have only a small fraction of our success if we didn’t invest in these extensive, continued trainings.

Additional innovative educational programs include:

»» Employee participation in Chamber of Commerce leadership programs throughout the West Michigan/ Greater Grand Rapids area. »» Executive team attends multiple training/educational sessions hosted by the Young President’s Organization (YPO) each year. »» Operations staff attended leadership training through the Associated Builders and Contractors of West MI. »» Green Advantage Certification is maintained by Field Managers and provides opportunities to pursue high LEED certifications for current accredited professionals. Both certifications are for green building practices.

Marquette University Real Estate Strategies Conference

Investing in Targeted Skill and Safety Training

»» Elzinga & Volkers will reimburse college level programs in order for employees to obtain their A.S., B.A., and graduate degrees in related fields (two of our employees have taken advantage of this in the last year. One received his MBA and the other employee has one remaining semester). »» Field staff attended specialized training from Hilti and STI on firestopping details in medical and nursing home facilities. »» Elzinga & Volkers will reimburse for specific computer training applicable to our operations including Heads UP Project Management, Timberline Accounting Software and SketchUp. »» Field Staff received training and certification on Aerial Lift Equipment, Hi-Lo’s, Powder Actuated Tools, Fire Stopping Installation and First Aid/CPR. »» We sent three lead carpenters to Boston to learn how to install a new wall protection product for use in the healthcare industry. These carpenters are now the first certified installers in West MI for this unique product.

Chick-fil-a Leadercast

»» Several employees attended Dale Carnegie public speaking classes.

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

Internal Education

Internal Education

» At our monthly, company-wide meeting, we invite guest speakers to present on a range of pertinent topics including managing investments, health insurance, safety and healthy lifestyle choices.

» Every new employee hired in both the office and the field gets assigned an E&V buddy. This one-on-one peer training fast tracks knowledge and skills transfer. » Elzinga & Volkers employs a formal mentoring program for employees to grow and develop within the company. This mentoring effort has contributed to a high retention rate, exceptional employee longevity and a successful transfer of knowledge and wisdom. » E&V University classes held bi-monthly covering various topics such as trim installation, concrete finishing, door hardware inspection and more. » Monthly Healthcare and Senior Living team meetings are held to train and share techniques for complex construction projects in these industries. Members of these teams then train staff on the jobsite, passing along valuable “Best Practices” to all staff on the sites. » Executive team members participate in executive coaching sessions to improve leadership and management skills » Pertinent topics in risk management are discussed at field manager meetings with the aid of the E&V Quality Standard Manual (a working document distributed to field staff for reference of construction best practices) » Executive members hold monthly Subcontractor Round Tables with a group of leading subcontractors in the area to discuss struggles, trends, innovations and the general market. » E&V hosted a healthcare construction training session for local subcontractors. Participants from the office and field, along with area experts learned more about this specialized work environment. » Consultants are hired to tour the jobsites and identify potential safety issues. The consultants educate those in the field on the various hazards and ways to manage the risk. » An expert in meeting management was brought in to discuss efficient and effective ways to run a meeting. This training was especially helpful for our operational staff, including field managers and project managers. » New technologies that may be helpful to the project management staff are shared and discussed. A training session for the new program/item will be provided at the following meeting if needed. Some items that have been implemented this year include: new file share software, building punch-out apps, new and improved management spreadsheets and electronic plan navigation tools

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

• Employee referrals

Recruitment, Selection & Orientation

• Networking • Unconventional ways of recruiting • Internal job postings • College job boards • On-boarding binder • Company orientation with President & VP of Operations • Assigned a “buddy”

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

Employees Learn the History of E&V during their New Hire Orientation Please provide additional detail regarding your organization’s recruitment, selection and orientation practices.

Recruitment Process

We strongly believe that we have the most talented employees at Elzinga & Volkers. Because of this, referrals from current employees are given special attention, as this is a key indicator that the referral may be a good cultural fit with our company. Any person with the talent to perform a job in our organization and will to thrive in our culture is welcomed into the family. Elzinga & Volkers uses networking through friends, family, churches, non-profits and trade associations to recruit our staff. Monthly, we communicate with our employees about referrals they have made and, if we hired their suggestion, the bonus amount they receive. We are proud to report that over 85% of the new employees hired in 2013 were referred by current Elzinga & Volkers employees.

This year, we continued our focus on posting job opportunities within the company. These postings are updated monthly and offer employees the chance to apply for different positions within the company or recommend a friend before we start advertising publicly to fill positions. These internal job postings have become an effective resource in recruiting new employees. In an effort to recruit up-and-coming talent, our company posts positions on area college job boards. We want diversified talent and viewpoints in our workforce and actively pursue new talent to reflect this.

In addition, we spent no money on job ads this year– all our recruits were found by referral, word-of-mouth or internal recruiting. We believe this is evidence of our standing as an employer of choice and a 101 Best and Brightest organization.

Orientation for New Hires

Once a new employee is hired, Elzinga & Volkers goes through an extensive orientation process to ensure the employee feels welcome. At an initial meeting with Human Resources, an employee on-boarding binder is reviewed and the new employee receives a welcome package with some logoed clothing items, a hard hat and company stationary. The on-boarding binder features a letter from the president welcoming the individual, as well as important benefit and company policy and procedure information. A checklist is sent around to current employees before a new employee’s first day with over 60 items, and everyone checks off their to-do’s before the new employee arrives. This way, on the employee’s first day of work, they already have important items such as business cards and a company email signature. Also, their phone and computer login are ready to go and they have a personalized name plate at their office. All of these little touches decrease first day stresses and enable the new employee to feel welcomed and excited to be here.

At our monthly company-wide meeting, each new employee is welcomed and sits down with the president and vice president of operations for a presentation of the company’s rich history, current projects and clients as well as stories about our culture and what drives our success. Also, every new member of the Elzinga & Volkers family is assigned a “buddy” who will help them make friends and quickly acclimate to our culture.

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

Achievement & Recognition

• Personalized gifts • Bonuses • Personalized notes from the CEO • One-on-one recognition • Employee celebrations

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Everyone in the office loves Friday celebrations! It’s an encouraging weekly check-in and time to socialize with coworkers. I think it helps us stay on the same page and we all get to know each other on a more personal level.

• “Savoring our Successes”

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Jenna Giha Accounting Assistant

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

What creative methods does your organization employ to recognize employee achievement?

Personalized Gifts

At Elzinga & Volkers, we have made it a priority to creatively recognize employee achievements on a consistent basis. Our leadership team prides itself on knowing each employee on a personal level. In addition to traditional cash bonuses, the leadership team will try to include a gift that is related to that employee’s hobby or interest.

Personalized gifts given in 2013 include: »» Customized wedding and baby gifts from the happy couples’ registries »» An overnight stay and dinner for an employee and their spouse for a job well done »» An all-expenses paid trip to Chicago for an employee who made a client referral that resulted in a new project for the company. »» Pairs of tickets to Red Wings games These bonuses may have equal monetary value as traditional bonuses and be evaluated in the same ways, but these personal touches let our employees know that leadership knows, appreciates and values them as part of the E&V family.

This past Christmas, in addition to cash bonuses, the president wrote hand-written notes thanking each employee for their hard work as well as giving compliments about their unique strengths. For some key full-time staff, he also mailed hand-written notes to spouses and included special mini-bonuses just for them. We know that the company would not experience the level of success we do without supportive spouses.

We make it a point to recognize employees on their work-anniversary date with a breakfast and/or lunch. On larger milestone anniversaries employees receive an additional monetary gift. On milestone birthdays, we will recognize employees on the jobsite or at the office with a breakfast and/or lunch, gifts and even decorating their office.

Our management team is trained to recognize and reward small successes by our staff, which could include the achievement of a schedule milestone, a good job reference from a client or the resolution of a difficult problem or project. We not only publicize “good job letters” from owners and clients but also post internal letters of recognition from one employee to the other, which creates a common respect. Management also has the flexibility and authority to direct small gifts and rewards to outstanding personnel. These small, ongoing forms of recognition engage employees and keep energy and morale high, especially in stressful, difficult situations.

Celebrations

In response to all the negativity in the media and the world around us, Elzinga & Volkers decided to make a conscious decision to focus on the positive. Starting in 2011, we created a special time every week that is set aside for “Savoring our Successes.” Every Friday at 9:00am, employees come together to share successes from the week. We have a large celebration board where employees can tack photos or awards of personal achievements or professional accomplishments. We socialize together and encourage as well as congratulate one another. It has proven to be a great morale booster for our team, and everyone looks forward to Friday mornings even more now.

Savoring Our Successes Board

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

Communication & Shared Vision

• Social media • Strategic planning sessions • “Painted Picture of 2017” • Monthly safety and update meetings -100% attendance

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My wife and I love keeping up-to-date on the company news through Facebook. Working in the field, I don’t always get to see the day-to-day happenings in the office. We check the page every day to see what’s going on. It’s a great way to stay connected to my co-workers!

• Monthly management meetings – 90% office staff attendance • 2 on 1 reviews

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Larry Wolters Field Manager

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

What creative methods does your organization employ that senior leaders use to communicate strategy and vision to employees?

Building on past successes

When we were first recognized as a 101 Best and Brightest Organization, communication was one section where our scores were lower than our executive team would have guessed. Over the last six years, we have strived to over-communicate with our employees whenever possible. We developed many unique communications tools, and our communication scores have steadily improved. We still see that our employees’ desire to know more about company goings-on is growing stronger. This has challenged us to continually think about what we are communicating and how we are doing it.

Painting a picture together for 2017

In 2013, we embarked on our three year strategic planning which centered on creating a “painted picture” of what our organization will look like in 2017. Our previous painted picture for 2014 was successful both as a communication tool and as a measurement tool. We are happy to report that approximately 80% of our 2014 painted picture manifested itself in the company at the start of the New Year.

There were two main goals for our painted picture retreat this year. First, we must connect with every level of the company on both a personal and professional level. Second, we must encourage open communication and cultivate new and radical ideas.

Our retreat was held over three days at an offsite location. Teams from all levels of the company were invited to the retreat location first for an overnight experience with the executive team. The overnight experience was focused on team building through personal connections. Employees were asked to bring an important item from home to share with the group. This exercise helped each of us understand a little more about each other while creating an environment where everyone could be vulnerable.

After the overnight experience, each employee group was then led through a series of exercises that extracted ideas and initiatives that the employees felt were important to our continued success. These ideas were documented and most were incorporated into the 2017 painted picture.

The painted picture is a collective document created by all the employees and meant to clearly illustrate the organization that we hope to be in three years. The painted picture was unanimously adopted by our board of directors and is included in our 2014 Business Plan.

Getting Face to Face

There really is no substitute for face to face communication. From your first day at Elzinga & Volkers as a new employee, you are exposed to a variety of

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

meetings that allow two-way communications between employees. Every Monday morning, the project management team “kicks off the week” with an hour long meeting, which includes an opportunity for each employee to share upcoming challenges for the week and solicit ideas on how to overcome problems.

At the end of the week, the entire office gathers for the “Savoring our Success” celebration. This gathering focuses on positive weekly happenings, both personally and professionally. After sharing, the group eats breakfast together and socializes for a brief period of time. In 2013, we had many opportunities to share this meeting with outside guests, vendors, clients and many other business partners. In 2014, we have also begun to document the successes from the meeting and email them to the entire company. This simple email has sparked a wave of employee-to-employee communications with congratulations, support and sharing of common experiences. All of this keeps us focused on the positive in a world that can quickly drag you into the negative.

We continue to hold our “all hands” monthly Safety Meeting. We discuss all aspects of company operations, business development, current projects, HR, good job letters with a special focus on jobsite safety. This meeting regularly exceeds 90% participation from our employees, which is impressive when you consider the geographic range of our project locations and where our employees live.

Employee reviews are also a critical part of individual growth and fulfilling our corporate goals. At least two members of the executive team hold quarterly reviews for field management and office staff. These 2-on-1 meetings are a chance to connect individual goals with those of the company. Our CEO and VP of Operations also hold regular breakfast meetings with field staff in groups of 6-8. These informal conversations address company happenings and general concerns from the field level. The field employees also participate in one individual review with management each year.

Newsletters and Social Media

Social media provides Elzinga & Volkers with a powerful communication medium with the company. In 2013, our marketing team made a recommendation to the executive team that our Facebook page be refocused on internal communications rather than external marketing. This small shift has increased our Facebook activity significantly. We also believe that this shift has positively impacted external marketing as our messages are more genuine and focus on culture rather than selling a product.

In 2013, we are also reestablished our corporate newsletter, “Building Together.” Rather than utilize one of the dozens of electronic formats available for newsletters, we chose to go “old school” and mail the newsletter directly to employees’ homes. We believe that this creates a physical connection to the information in the newsletter and allows our employees’ families and spouses to share in our success. When you consider that the majority of our employees have family health insurance through Elzinga & Volkers, their families have a vested interest in our success and should share it in. As we mentioned earlier, we give holiday bonuses and special notes to many of our employees’ spouses and significant others, thanking them for their support. Connecting with and caring for the people close to our employees gives our employees a reason to deliver the highest quality product every time they come to work.

Soliciting Feedback

There is a big difference between asking for feedback and actually being ready to constructively react to that feedback when it is both positive and negative. The 101 Best and Brightest process has helped Elzinga & Volkers develop an atmosphere where real change can be seen as a result of employee suggestions.

This year, Elzinga & Volkers introduced a yearly companywide survey that mimics the 101 Best and Brightest survey. This allows us to filter out the tendency for employees to answer questions differently than they might just to help us win an award. It also gives us an interim measure between 101 Best and Brightest surveys to see how we are doing on our initiatives. We received great feedback and participation in the survey. Some feedback supported the company’s efforts and gave the executive team full support in continuing on its current course. Other feedback, however, warned us that success can also breed hubris and overconfidence. This specific message has really resonated with the leadership of the organization. We are extremely proud of creating a corporate culture where employees are not afraid to share honest feedback.

Also in 2013, we had a significant increase in unsolicited feedback and support between employees. Field managers offered suggestions to internal committees and management regarding operations in the field, new equipment availability and new processes that can streamline our work. One of the most exciting developments was the increase in letters of recognition sent from one employee about another. We recently had a field manager send a note to management recognizing another employee for volunteering to spend his spare time with seniors. This is not something that management would have known without internal feedback.

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

Please provide additional detail regarding your organization’s communication and shared vision best practices.

Breaking Down the Communication Barriers

Accessibility has always been a cornerstone of our ability to connect and communicate with employees. It is easy for things such as job titles and office doors to get in the way of communication between employees. Elzinga & Volkers strives to break down these barriers. In addition to the communication tools discussed above, employees are encouraged to develop their own techniques to connect with each other and with leadership in the company. Whether this is a breakfast or lunch between employees or group participation in an activity on the weekend, the company typically supports the efforts financially or with other available resources.

Important corporate documents, including our three year painted picture and annual business plans are available to all employees for review. We encourage curious employees to meet with an executive team member and review the business plan together. If employees want to know more about the marketing plan for 2014, they are welcome to meet with the VP and share ideas. This is an open invitation for every level employee.

The three year painted picture will also be a common thread between all company meetings and activities. Throughout the year, we reference this vivid picture of the future to track our progress. We also use symbolism in the office to support important themes of the painted picture and our culture. For instance, we have a pair of boxing gloves in the main conference room, symbolizing the idea of our company in the shape of a lean, tough, prize fighter.

Looking ahead in 2014, we will hold our first companywide stakeholders meeting in February. Taking cues from the formats of large conventions and public shareholders meetings, we will host an afternoon of presentations, breakout sessions and socialization with all employees of the company. We will share important themes from the painted picture and dive deeper into areas of the company such as marketing, safety, benefits and operations. The meeting is meant to equalize all our employees and position them all as stakeholders, or owners, of the company. It is an exciting event that will be held annually at the start of the new fiscal year.

We have dedicated a significant portion of our overall 2014 101 Best and Brightest response to the area of communication. We feel that this is an area at which we are excelling and one which is so important to building a corporate culture where the employee is at the center of all decision making. Building this employeecentric culture is the cornerstone of all our business operations.

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

Diversity & Inclusion

• Attended the Lakeshore Region Summit on Race and Inclusion • Taught how to be “Racial Transformers” • Promoting from within • Use of the Grand Rapids Minority Contractors Program • Promotion of women into management roles

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

How do your programs and policies differentiate your organization with regard to promoting diversity, inclusion, and celebrating differences?

Welcoming Diversity

Elzinga & Volkers welcomes diversity in our corporate family and our external business relationships. This year our team invested in diversity in many ways.

In 2013, Elzinga & Volkers hired six new female employees and promoted one female team member to our Board of Directors. While men outnumber women on many corporate boards, this is especially true in the construction industry. We are proud to have our first female board member at Elzinga & Volkers.

Grace Silva, Board of Directors

We are also constantly adding minority and women-owned businesses to our group of subcontractors and vendors. We are pleased to have worked with several new companies this year that have helped us strengthen our diversity on the jobsite. Our continued commitment to this has led to the State of Michigan Department of Civil Rights Certificate of Awardability for many years. We encourage the use of the Grand Rapids minority contractors program and make attempts to include these highly talented trade contractors in our bidding process. We provide an opportunity for these minority contractors to work for a premier construction company that believes in fairness, equal opportunity and the advancement of all our community members. We are also continuously looking for qualified minority candidates for employment at Elzinga & Volkers.

We had a great opportunity to connect with the minority business community by taking a major underwriting position in the 2013 Diversity and Inclusion Forum hosted by the Grand Rapids Chamber of Commerce. This half-day forum included prominent speakers on the subject of diversity in the work place and the unique opportunities that can develop when diversity is supported and celebrated. As with similar past events, the employees that attended shared their experience with the rest of our team through a formal presentation at the office.

Tulipanes Latin Art and Film Festival

Other notable achievements in the area of Diversity and Multi-Culturism include: »» Sponsorship of the Tulipanes Latin Art and Film Festival »» Maintaining above 25% minority employees on staff (ethnic and gender minorities included) »» Hired one woman into a project management/project leadership position »» Promoted one of our Hispanic carpenters to field manager. This particular employee has also helped Elzinga & Volkers extend its reach to Texas for a new client.

2013 Diversity and Inclusion Forum Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

Work-Life Balance

• Flexible schedules • Family focused benefits • “Special” paid holidays • Work-free weekends • Wireless/remote workplace technology • Laptop access • “Check-In” points

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

Family Fun Day at Michigan’s Adventure

How do your work-life balance initiatives make your organization one of the 101 Best and Brightest Companies to Work For? We are firm believers that the office can truly be a fulfilling place where employees can actually enjoy the work they do and the people they work with. That being said, work is just one part of a person’s life. Family, personal interests and religious beliefs hold an equal, if not greater, position in our employees’ lives. To truly exemplify what it is to be a 101 Best and Brightest organization, Elzinga & Volkers must support, respect and assist our employees in balancing their work and home lives.

Family and Friends

Our diverse group of employees ranges from young singles to empty nesters and everything in between. Whatever the situation, Elzinga & Volkers understands that it is important for our team members to spend time with their families. This belief has changed the way we do business and our vision of the future.

In the day-to-day operations of the company, there are many examples of this work and home life balance. For employees that commute significant distances to work, we allow flex time to accommodate bad weather and child care schedules. While this is relatively easy in an office setting, it is more difficult on a construction project site. Despite the difficulty, Elzinga & Volkers allows their field staff to work overtime on any given day to make up for planned time off or an emergency absence. Also, when we have workers from out of town, Elzinga & Volkers strives to schedule longer work days in exchange for a shorter work week.

For example, we may work four, ten hour days and give our employees a longer weekend to spend at home. We also do not encourage work on Saturdays or Sundays in an effort to provide time to spend with their loved ones. This flexibility is a perfect example of the company’s philosophy that helping build strong families creates a strong community and company to better serve our clients.

Employee work/life balance also influences the long range planning of the organization. During our annual corporate planning retreat, the executive team discussed numerous opportunities to grow our business outside of West Michigan. We found many lucrative opportunities that would require our team to travel and possibly relocate. If the mission of a corporation is to make money for its shareholders, then we would not have a difficult decision to make. However, our mission is slightly different. We know that we must make money to keep the lights on, but if that money can only be made by disrupting the lives and stability of our employees and their families, we will seek another route. We have turned down lucrative project opportunities this year for the sole reason of not negatively affecting the work/life balance of our employees. When our employees voluntarily travel for a job, we compensate them with higher pay, shorter work weeks and longer breaks between out-of-town assignments since we understand how challenging this kind of work lifestyle can be.

Family-Focused Benefits

The health of our employees and their families is also very important to the success of our company. When the company switched to an HSA (Health Saving Account) benefits program, the company hosted individual planning sessions with each family to customize both a transition plan and a long term health savings plan that fit their income and financial situation. For those employees who needed help funding their HSA during the transition, Elzinga & Volkers offered zero interest loans to prefund the accounts. This year, we are very happy to report that health costs will not increase for our employees, and we will maintain our HSA program.

Elzinga & Volkers offers a host of benefits which go above and beyond industry standard and allow employees to enjoy a healthy work-life balance. One of the

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

Face-to-Face Collaboration

most popular benefits is special paid holidays. Every year, in addition to the traditional six paid holidays for all staff, our employees receive an additional paid vacation day if the holiday lands on a Tuesday or Thursday so they can have a four-day holiday weekend. Also, our employees receive a paid half-day off for Good Friday each year. In addition, Elzinga & Volkers offers six paid sick days so employees can rest up when illness strikes.

Supporting Personal Goals

Elzinga & Volkers spends a significant amount of time and resources helping employees plan and achieve personal goals. These goals don’t stop at professional growth and development; they include health and wellness, education and financial stability. We encourage our employee to share personal goals with their supervisors so that leaderships understand the full picture of our employees’ lives, sometimes including their struggles. For example, we had one employee who, over the past year and half, has lost over 200 pounds. Losing this much weight is extremely demanding and could affect any employee’s work. Since the leadership at Elzinga & Volkers understood what this employee was trying to achieve in his personal life, they could be more sympathetic if his performance floundered. They truly believed that once this employee achieved his personal goals, his overall performance would be even better. We are happy to report that the employee has achieved his personal goal and never stopped excelling in his office work!

Technology and Face to Face Communication

To further enable flexibility in our employees’ work/life balance, Elzinga & Volkers has made a significant investment in wireless and remote workplace technology.

All operational managers are outfitted with laptop computers that contain remote networking capabilities allowing for full access to company documents and programs from the comfort of home. This allows employees who work further from Holland to stay safe in harsh weather and attend appointments while still completing work tasks. But even with this connectivity, employees are encouraged to disconnect on evenings and weekends.

While technology has allowed much more flexibility in our operations, there is no replacement for face to face communications. Prior to meetings, we hold ‘check-in’ points where team members update the group on both personal and professional things they are currently involved in. This gives everyone a sense of the challenges we all face in properly balancing our busy lives. Understanding your coworker’s personal challenges allows for more productive interactions and effective communication at work. We feel strongly in not separating our work and personal lives. They are always a blend to be respected and balanced.

In addition to understanding employee challenges, we also celebrate their successes. We have discussed our Friday “Savoring our Success” meeting in this submittal, but we recently adjusted the format to focus on personal success first and corporate success second. We have also begun to summarize the successes shared at the meeting and email them to the entire organization. Success and positive attitudes are contagious, and we want everyone to “catch the bug.” We are constantly reinforcing the idea that happy employees with stable home lives will focus more on their work and achieve greater success for the organization.

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

• Located in downtown Holland since 1945

Community Initiatives

• Strengthening the community around us • Donations, sponsorships & fundraising • More to offer than just our checkbook

“

If an employee shows a passion for a program or initiative, we support it through volunteering and donations. Because of their strong passion and connection they have with the organization, we know that is where we can make the most impact and get volunteers to follow through with our efforts.

“

Ali Nedved Marketing Coordinate/Recruiter Communications Committee Chair

• Getting our hands dirty and participating in volunteer opportunities • Employee passion for improving the community we live and work in • Already planning for 2014

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

Please provide additional details regarding your organization’s community initiatives.

2014 Business Plan Theme

Elzinga & Volkers continues its strong focus on giving back to the community. With our offices located in downtown Holland, we have the capacity to engage with our surrounding communities and take pride in doing so, as a company as well as individuals. It is in our company culture and in our nature; it’s our responsibility to do so.

We participated again in many events from 2012, but also took part in new events in 2013, such as City of Holland tulip planting and a Breast Cancer Awareness Month fundraiser, which we will continue in the coming years. We will focus on encouraging employees to volunteer outside of company projects/events and will offer them new opportunities to volunteer and make a difference in our surrounding communities. Some organizations we are proud to partner with are: »» United Way

»» Zeeland Christmas Parade

»» Habitat for Humanity

»» Holland Parade of Lights

»» Labor Day Parade

»» Tulip Time Kinderplaats

»» Clays for Kids

»» Tulip Planting

Where we can’t donate much time, we donate significant funds to support various organizations around our community.

Although we would rather have boots on the ground, we believe in giving back monetarily what has been graciously afforded us. Some of the organizations we donated to this last year are: »» 70x7 Life Recovery Table Sponsor

»» Michigan Blood

»» American Red Cross

»» Ottawa Area Intermediate School District

»» ArtPrize

»» Pine Rest Christian Mental Health

»» Boys & Girls Club

»» Porter Hills Foundation

»» Every Woman’s Place

»» Spectrum Health Foundation

»» Ferris State University

»» Saint Mary’s Healthcare Foundation

»» Habitat for Humanity

»» St. Mary’s School

»» Holland Christian Schools

»» Tri-Cities Unity Auction

»» Holland Hospital Foundation

»» United Way – Great Ottawa County

»» Hope College At Elzinga & Volkers, we also like to get involved in community cultural and outreach events. Some of the events we sponsored and participated in this year are: »» Metro Health 5K

»» Sparta Traveling Baseball

»» Tulip Time Festival

»» Alaska Mission Trip

»» Breast Cancer Awareness T-Shirts

»» Special Olympics – Michigan

»» Georgetown Food Pantry Food Drive

»» Tulipanes

We annually volunteer for the United Way Day of Caring, participate in a Habitat Build in the Holland Area and will be hosting our annual blood drive in June 2014. We once again have proven to be a generous company with donations, sponsorships and volunteering surpassing $150,000 in 2013. We continue to volunteer in over 12 events a year as a company and plan to continue this trajectory in 2014 as our new Business Plan title indicates we will be “Heart at Work.”

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

Strategic Company Performance

• Diverse HR team - Members from field and office • Emphasis on mission statement and core values • 2 on 1 reviews • Oversees committees • Open forum • Connects with employees personally and professionally

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

Corporate Recess Event

How is your Human Resources team leveraged to implement strategy and overall company performance?

In an employee-centered company, the human resources department becomes the hub for all employee engagement and communications. Our HR team is comprised of members from various levels of the organization, including representatives from the executive team and the field staff. This input from all levels of the company keeps our HR team well informed and connected to the changing needs of our workforce. The executive level input keeps the company’s vision and mission at the forefront of any discussion. Input from the operations team allows us to implement new programs quickly and effectively. Input from the field level keeps the team informed of issues and concerns from our various project sites around the country.

The HR team, including executives, spends a great deal of time with all individuals throughout the year communicating our mission statement and core values.

In this way, management elevates a sense of belonging and effective communication. An example of this is our confidential 360 degrees reviews. This evaluation process was performed in May by peers, subordinates and managers to determine if an individual was meeting the needs of those around them. Sixteen key areas were identified as being instrumental to the success of everyone within Elzinga & Volkers, and employees were asked to rate their coworkers on a scale of 1-5 – 1 being a minimal score and 5 being advanced in that specific area. Also, employees were asked to list and explain three admirable attributes as well as three suggestions for improvement within the person’s professional scope of work. This process was different than traditional reviews because all employees were able to communicate about other employees’ performances with the goal of cutting down on potential favoritism or management bias toward certain employees.

Special care was taken to make employees aware that this was a professional survey and not a time to point out any personality flaws. After this process was completed, the executive management team reviewed the results, and everyone participated in 2 on 1 Reviews with two executives from the company. The executive management team used the process as a tool to give employees positive reinforcement about things they were doing well and to constructively discuss improvement goals that would make the entire team stronger.

Our HR team also oversees the efforts of many committees that are charged with achieving strategic goals. When goals are met, they coordinate celebrations for the company to highlight the good work that has been done.

The HR team is a truly open forum for the discussion and resolution of our employees’ work related and personal issues. Elzinga & Volkers truly cares about its team members, who are encouraged to seek out assistance from the company for all types of issues. From smoking cessation to child care, no issue is too personal. If the issue affects the individual, it will affect the quality of that employee’s attitude and work performance. We believe that we can only have healthy client relationships when we have happy, healthy team members!

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

• Employee Centered • 101 Best and Brightest Companies to

Additional Information

Work For in West Michigan • West Michigan 101 Best and Brightest Elite Award winner in the Community Initiatives category • 101 Best and Brightest Companies to Work For in the Nation - Small Business Category • Safety Award of Excellence from the Associated Builders and Contractors (ABC) West Michigan - 2 Years in a row!

• 2,400 Days Without a Lost Time Injury • Hilti® Accredited Firestop Specialty Contractor (HAFSC) - First in West Michigan

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

What else would you like to share with us that demonstrates that your firm is a Best and Brightest Company to Work For? Twelve years ago we began a journey moving ourselves from client-centered to employee-cen¬tered. The results were instantaneously positive, powerful and exponential. We have a place people enjoy coming to each day and an unparalleled level of loyalty and commitment. This cultural atmo¬sphere has propelled our success beyond what we could ever have imagined. We had a wakeup call when we first applied for recognition as a 101 Best and Brightest and received low scores. The first five years we did what we instinctively felt was beneficial for the employees, and the results were good. We realized there was so much more we could do, and we set out each year to make incremental changes to consistently improve the lives of our employees. We realized that incremental is monumental!

Now, with six consecutive years of West Michigan 101 Best and Brightest recognitions, four as an Elite Award recipient, and three national 101 Best and Brightest awards, one as a national Elite Award winner, our employeefocused progress has been validated. However, the work towards continuous improvement pushes on.

This past year was again a banner year for Elzinga & Volkers. Our company received more awards from multiple areas of the industry (from safe building practices to our high level of community involvement) than we have received in any single year since 1945.

Michigan Contractor of the Year Awards

We are honored to receive the following recognitions in 2013: »» 101 Best and Brightest Companies to Work For in the Nation + Elite Award winner for Best Small Business »» 2013 Michigan Contractor of the Year (MCOY) runner up »» 101 Best and Brightest Companies to Work For in West Michigan »» West Michigan 101 Best and Brightest Elite Award winner in the Community Initiatives category »» 2013 Safety Award of Excellence from the Associated Builders and Contractors (ABC) West Michigan Chapter »» 2,400 Days Without a Lost Time Injury »» Hilti® Accredited Firestop Specialty Contractor (HAFSC)

101 Best and Brightest Awards

Michigan Contractor of the Year – 2012 winner/2013 runner-up

Receiving the Michigan Contractor of the Year award was very meaningful to Elzinga & Volkers because the award specifically acknowledges the Michigan construction manager who has built the organization with the most outstanding character as well as exceptional practices in the areas of bid ethics, job site coordination, payment practices and job site safety. We were up against contractors from all parts of the state of Michigan, and over 300 subcontractors who are part of the American Subcontractors Association of Michigan voted to choose the winner.

We are excited to be recognized for building a culture where we don’t win at the expense of others. These awards validate that we are doing right by our partners.

2,400 Days Without a Lost-Time Injury

We reached this milestone in December, 2013. It signifies more than 6.5 years or 2,400 days without any employee missing time at work because of an injury. In the construction industry, this is a huge milestone! Elzinga & Volkers has focused on hiring individuals with a safety attitude and mindset. This industry record-setting safety milestone has enabled the company to recruit top level em¬ployees. In March, 2014 Elzinga & Volkers plans to hit 2,500 safe days.

Honors in 2013

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

We are planning a safety symposium followed by a week of accredited classes for subcontractors and industry partners with a culminating celebration. We are very proud to be so close to this milestone and want to share our passion for safety with the rest of the construction industry.

Safety Award of Excellence

The Associated Builders and Contractors presented Elzinga & Volkers with this award because of our safety program’s quality. We are also proud to have received this award two years in a row, a first for any organization in the ABC Chapter. Elzinga & Volkers’ safety program has been around for over 67 years, and our highest priority is to have each employee go home safely to their family every night. Our program is continually refined to meet up-to-date standards, and the company is dedicated to safety awareness and training. This has infused our entire culture with a passion for safe work practices.

Hilti Accredited Firestop Specialty Contractor

Elzinga & Volkers became the first West Michigan specialty trade firm to gain this prestigious accreditation. We have received specialized training by Hilti and are committed to applying documented Hilti firestopping technology and innovation to clients. This accreditation reinforces the quality of the people we have on staff as well as quality of our finished products. Elzinga & Volkers is an innovative company, and we are always on the lookout for ways to diversify our business in order to create jobs in West Michigan and be leaders in our industry.

Our Hearts Drive Our Success Imagine this scenario:

Approximately 20 employees representing the company’s management team lounge in a rented cabin at 10:00pm. They just spent the last several hours cooking dinner together, bonding over stories and preparing for creative brainstorming and ideation sessions.

Each person was asked to bring an item of significance to share with others in the group. It was an opportunity to be vulnerable – to offer emotional insight from the newest employee to the most tenured, including superintendents and executive managers.

When the sharing started, one person showed a photo album of his daughter’s hospital recovery from a nearly fatal crash, another pulled out a “worry stone” his father gave him when he was a young boy, and another displayed an aged naval ball cap from his deceased father.

Each person told the intimate story of what their item represents. The entire group was deeply moved and incredibly honored to hear these stories.

Imagine the dynamic our employees now have working together after they’ve shared this level of themselves and received love and respect in return. You can’t wish for teams like this; they can only exist when people are given the guidance and opportunity to develop personally and professionally in an environment like the one we strive to create every day at Elzinga & Volkers.

Best and Brightest – Always Striving For More

At our executive retreat, a significant amount of time was dedicated towards the review of our past, present and future goals as they relate to being an employer of choice. The company took the position that to improve our award-winning program, we need to focus more attention on its continuous development than on any initiative we’ve committed to in the past. After 11 years of progress, incremental changes are more difficult. Yet, we still believe that incremental is monumental.

Our solution was to establish a taskforce, or committee comprised of a cross section of employees to work on improving each category in our program (structured around each of the 101 Elite Award categories). Each of these groups was given the responsibility to research the best practices of our 101 Best and Brightest counterparts and to create, recommend and implement new programs to further reinforce our dedication to an employee-centric culture. This is the third year we have had our task forces in place, and we have seen some exciting ideas and changes come about – many listed throughout this submittal. We are enjoying our journey and thank 101 Best and Brightest for being an integral part of our success!

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information

& CONSTRUCTION PROFESSIONALS

THANK YOU

Elzinga & Volkers Construction Professionals | 101 Best & Brightest Companies to Work For - West Michigan | 2014 Supplemental Information