special section
May 1, 2016
OMAHA WORLD-HERALD
Online survey measures employee engagement By Howard K. Marcus World-Herald staff Writer
A workforce of people who are satisfied with their jobs is the goal for local companies. Known as engaged employees, these satisfied workers typically trust their colleagues, believe the company’s goals are aligned with their own and feel they are part of a team that works well. Top finishers in the Best Places to Work in Omaha survey have achieved that goal. The Greater Omaha Chamber of Commerce sponsors the survey, which was
founded in 2003 by Omaha law firm Baird Holm LLP. The 30-question online survey measures a range of employee satisfaction factors and represents about 15,000 Omaha-area workers. Results are reported in two categories: medium-size companies with 25 to 200 employees; and large firms that employ more than 200. LinkedIn, known for its online networking service, is No. 1 among large companies in this year’s survey. The company took second place in the large-company category last year. In 2013
and 2014, it placed third and second in the medium category, respectively. Prime Time Healthcare LLC tops this year’s list of medium-size companies. It places a range of health care workers, from permanent hires to temporary fillins. Quantum Workplace administers the survey and tallies the results, which are interpreted for participating companies by SilverStone Group. The top companies will be honored during a May 19 luncheon at CenturyLink Center Omaha.
OMAHA’s BEst PLAcEs tO WORk 2016 Large category (more than 200 employees) 1. LinkedIn 2. QLI 3. C&A Industries 4. Farm Credit Services of America 5. Thrasher Inc.
Medium category (25 to 200 employees) 1. Prime Time Healthcare LLC 2. OneStaff Medical LLC 3. Fusion Medical Staffing 4. Vetter Health Services 5. Object Partners Source: Baird Holm LLP
Luncheon honors will include nonprofit, individual contributor Fred Luthans, an emeritus professor of management at the University of Nebraska-Lincoln, will receive the Individual Contributor Award at the May 19 Best Places to Work in Omaha awards luncheon. “The Individual Contributor Award is given to a leader in Omaha’s human resource community whose contributions make a lasting impact by creating great places to work,” said attorney Scott S. Moore, a partner in Omaha law firm Baird Holm LLP. “Dr. Luthans was chosen for his contributions to the human resource community through his published research, training programs
and leadership in the area of organizational behavior.” Luthans earned a Ph.D. in organizational behavior, management and psychology from the University of Iowa. His 50-year academic career has included the presidency of the National Academy of Management. He was awarded an honorary doctorate by De Paul University and is a recipient of the University of Iowa Distinguished Alumni Award. Luthans, a noted author and journal editor, has written more than 200 academic articles. “Throughout his career, Dr. Luthans has
been a forerunner in the field of human resources through his contributions to organizational behavior,” said David G. Brown, president and CEO of the Greater Omaha Chamber. The Hope Center for Kids will be the featured nonprofit organization during the luncheon. The center annually provides approximately 1,500 children and youths ages 5 to 25 with programming, nutrition and a safe place for fun and relationship building. “These young people are the business leaders, fathers and mothers of tomorrow.
The programs at the Hope Center provide young people lifelong skills and confidence to be successful, productive and happy in business, family and life,” Moore said. Brown noted the impact of the center’s programs on the greater Omaha community. “Children need positive role models to show them that they can succeed. The Hope Center does just that — they give kids hope, inspiration and support they need for success in their education and their career.” Hope Center executive director Brenda Block said the center has thrived because of consistent community support and the work of the staff. “That’s why in 2016 we’ll see the largest graduating class in Hope Center’s history,” she said. “That means more young people graduating high school, going on to secondary education and landing a career they love.”
A special section produced by the news division of the Omaha World-Herald.
Special sections editor: Chris Christen, 402-444-1094, chris.christen@owh.com Project editor: Howard K. Marcus, 402-444-1397, howard.marcus@owh.com Section designer: Kiley Cruse Contributing writers: Howard K. Marcus, Sandra Wendel, Mike Whye Advertising coordinator: Terri Campbell Special sections advertising manager: Dan Matuella, 402-444-1485, dan.matuella@owh.com On the cover: (clockwise from top left) OneStaff Medical LLC, LinkedIn, Prime Time Healthcare LLC, C&A Industries, QLI, Fusion Medical Staffing, Farm Credit Services of America, Vetter Health Services
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OMAHA WORLD-HERALD
Flexibility, casual environment among favorite perks By Mike Whye // World-Herald Correspondent
LinkedIn began in California in 2003 as a social network for business professionals. Through the years, it has grown to include 332 million users. · The company opened an Omaha office in 2007 to draw on a pool of Midwesterners known for their good work habits.
Company culture “I’ve been at organizations where you’d see a director or vice president, and they’d not even acknowledge you if you passed them in the hallway, said Alicia Stadtlander, LinkedIn’s manager of safety operations. Stadtlander’s team members answer queries from LinkedIn members about the safety and security of their accounts. “Here I can walk up to my director, my senior director and say ‘Hi, how are you?’ Everybody’s approachable. There are no barriers. You don’t feel you’re stepping on toes if you say ‘hi’ to somebody or ask someone a question.”
How we recruit Stadtlander was working for another Omaha company when she created a LinkedIn profile. A few years later, LinkedIn sent her
a message asking if she would apply to work in its Omaha office. Though content with the job she had held for 13 years, she went ahead with the interview. Then she spoke with several people she knew in the LinkedIn office. “I asked them ‘What do you think? How do you like it?’” Stadtlander said. “And I heard nothing but raves.” After joining LinkedIn, she noticed a difference between it and her former employer. “At LinkedIn, you’re not a number,” she said. “You’re an actual contributor, an actual owner of this organization, and they look for you to play that part and ask you to make decisions like you’re the owner.”
How we train On Lachelle Rankins’ first day in September 2014, she and other newcomers learned how the company
was founded, its values and its culture. She also learned that its employees were “super helpful, super friendly.” “They will do anything to help a co-worker or client,” said Rankins, a specialist who helps corporate users of LinkedIn’s Recruiter program. “You can ask anybody anything, and if they don’t know the answer, they’ll find the answer. There is no ‘I can’t tell you that,’ or ‘That’s outside the scope of your job.’ ” New employees are assigned coaches who serve as a resource for up to 90 days.
Perks Stadtlander said she loves the company’s flexibility. Some members of her 10-person team come to work at 6 a.m., and others at night. They come in on different days of the week, depending on what is happening in their lives. She said she also likes the funds the company provides employees for gym memberships, massages and things such as dog care. Rankins’ favorite perks at LinkedIn: casual dress, casual work environment, daily catered lunches and a fullystocked refrigerator on every floor with items such as sodas, snacks, fruits and vegetables.
Benefits at LinkedIn also include tuition reimbursement.
Community service
LinkEDin First place, Large category
LinkedIn’s Omaha employees participate in several community activities. Last year, they painted bridges and picked up trash in a city park. Employees have donated time and money to the Open Door Mission and have made donations to Youth Emergency Services. Some employees mentor area youths. Eight times a year, a charitable arm of LinkedIn gives money to a good cause. Last year’s recipients included Children’s Hospital & Medical Center, a humane society and an animal rescue agency. “I love our ability to go out and make a difference,” Stadtlander said.
Offices: Headquarters in Mountain View, California; offices in Omaha, Amsterdam, Chicago, Dublin, Hong Kong, London, Los Angeles, Madrid, Milan, Munich, New York City, San Francisco, Stockholm, Dubai, Singapore, Washington, D.C.; and in Australia, Canada, China, India and Japan.
Just for fun
Employees: About 300 in Omaha; 9,200 worldwide
LinkedIn supplies funds for its employees to engage in fun team outings each quarter. The 13 members of Rankins’ team went to Create Craft Studio last year. “We had snacks and beverages, and we all got to create our own little project at no cost,” Rankins said. “The company paid for it.”
Primary business: Social networking for business professionals.
ObJECT PARTnERs inC.
Software firm emphasizes work-life balance By Mike Whye // World-Herald Correspondent
Founded in Minneapolis in 1995, Object Partners Inc. builds and delivers software solutions. OPI has created programs for small startups and large corporations such as Target, Northern Natural Gas and Mutual of Omaha.
How we’ve grown “When the company was founded, the main thing we did was to hire the best technologists in the markets we serve,” said Ehren Seim, chief operating officer based at the firm’s Minneapolis headquarters. “And the best people like to work with the best people. So we’ve created a culture of really great people continuing to refer great people. If you hire great people, they’re obviously going to be good at what they do, which ultimately makes our clients happy.”
How we recruit The company doesn’t recruit much now. Of the 27 computer softwaredesigners in the Omaha office, 26 were
referrals by those already at OPI. “That naturally gives us a bit of quality control on our hiring process,” said Mark Ruch, who joined the Omaha office five years ago as its third employee and now is director of consulting services.
Perks Employees have free use of the company’s vacation cabins in Okoboji, Iowa; and Cable and Minong, Wisconsin. Benefits include free health care for employees and their families, profit-sharing bonuses, and 24 days personal time off and 10 sick days a year. Each employee has a MacBook Pro laptop and can work from outside the office if desired.
Traditions Every three years, the company takes its employees and spouses or significant others on an all-expense-paid trip to mexico. About 180 people went on the most recent trip.
How we train New employees in the Omaha office go through a daylong orientation with senior employees who explain how things work and who is responsible for what. That’s pretty typical of most companies, Seim said. Then the newcomers engage in an administrative orientation with the Minneapolis headquarters via Skype or a similar setup.
How we retain Employees get time to research projects that can be presented at conferences or used in blog postings. They also receive annual training allowances for “anything,” Seim said. “A three-day conference, some online training, buying books, taking a class or
workshop. It’s up to the employee how they use that money.”
Company culture “The work-life balance is a high priority from the top down,” Seim said. The company tries to empower individuals, making sure that each employee is pursuing his or her career goals. “We try to give each person tools to do what they want to do,” Ruch said. “We don’t dictate how they pursue those career goals.” All employees have access to all other employees, including president Chris Spurgat, who founded the company in Minneapolis in 1996 with his wife, Gwen.
Just for fun When OPI’s Omaha office moved into new quarters near 72nd and Pacific Streets in early March, the company threw a party for employees and their families. Ruch said the company likes to make sure spouses and children realize they are part of the company’s extended family.
ObJECT PARTnERs inC. Fifth place, Medium category Offices: Headquarters in Minneapolis; offices in Omaha and Chicago Employees: About 30 in Omaha; 85 in Chicago and Minneapolis Primary business: Building and delivering custom software solutions.
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FusiOn MEDiCAL sTAFFing
Rapid growth led to multiple moves for recruiter By Sandra Wendel // World-Herald Correspondent
What started out with two guys in a basement office nearly seven years ago has grown to 100 employees, increasing revenue 430 percent in the last four years, and leapfrogging into 28,000 square feet of office space this month.
What we do Phone recruiters place health care professionals in hospitals nationwide in the areas of nursing and allied health, which includes therapists and med techs.
Who we hire “The litmus test for prospective employees is whether they reflect our core values,” said Scott Wehner, managing partner. The core values are being humble and driven, and demonstrating a positive attitude.
officer. “We have created a huge network of social circles.”
How we train New hires are given intensive twoweek training that includes class time in groups, followed by one-on-one role playing and shadowing within their respective divisions. Nursing manager Dan Scardina said a mentor/mentee relationship can last months. Wehner added, “The best way to learn the business is to get in the trenches and absorb conversations.”
How we retain
How we recruit New hires come from employee referrals and a powerful social media presence that taps into circles of friends, said Sam Young, chief strategic
“Do you have a better idea?” Wehner said. “We want employees to have the ability to be successful and heard. We listen.” He acknowledged that he and managing partner Sam Wageman
feel employees are their greatest asset, which is why they strive to make employees feel valued.
Perks On-site, Fusion offers a gym and yoga room. Off-site, the company holds fun events for employees and their children, such as a family night at a Storm Chasers baseball game, a trip to Vala’s Pumpkin Patch, a golf outing and a Christmas party. A flexible work schedule allows employees time to leave early to coach youth sports. “We emphasize a work/life balance,” said Andrea Shultz, company controller. “Kids come in during school breaks.” The new offices have a game room with snacks and a big-screen TV for movies.
Just for fun How many Krispy Kreme doughnuts can an employee eat in five minutes? Turns out it was a dozen, and the winner received $100. That’s what happens when the boss brings in 15 dozen donuts and an impromptu contest breaks out among a highly competitive workforce. On Workout Wednesdays during the summer, employees can wear gym
clothes and earn healthy snacks by competing in crazy fitness challenges.
FusiOn MEDiCAL sTAFFing
Traditions
Third place, Medium category
“We often fly by the seat of our pants instead of traditions,” Young said. He was around for many of the early milestones and tremendous growth in the first years. But as a group, the touch football game at the Burke High School stadium the day before Thanksgiving will endure.
Office: Omaha Employees: 100 Primary business: Nationwide medical staffing.
How we’ve grown The “two guys in the basement” — Scott Wehner and Sam Wageman — were friends and former employees at a competitor who decided they wanted to start their own venture. In 2009, Wehner and Wageman found financial support and bought computers and a printer. Meetings were held at a dining room table. Within five months, they had moved to office space in Miracle Hills that soon grew too small. After outgrowing two more offices in that area, the company will move this month to North Park with plenty of room to expand in an industry expected to grow exponentially.
THRAsHER inC.
Strong foundation set company on path to success By Mike Whye // World-Herald Correspondent
Greg and Nancy Thrasher founded Thrasher Inc. in 1975. Their son, Dan, is company president. The business serves all of Nebraska, western Iowa and northwestern Missouri.
What we do Thrasher Inc. waterproofs basements and repairs foundations affected by water. It also detects and mitigates radon — a lot of it. Radon — an odorless, colorless radioactive gas — often infiltrates basements but can be found elsewhere in buildings. It is the second-leading cause of lung cancer after cigarettes. If the company detects radon, it seals the points of entry and designs a system to vent the gas from the building.
How we train During orientation, new employees learn about Thrasher’s history and culture, its products, how each department is an integral part of the company and how the departments interact. “We thoroughly train our employees — whether they’re in the appointment center or installing the products —
so they understand the benefits of the products,” said Kari Yost, human resources manager. The company makes frequent use of learning opportunities as they happen in the field, instead of discussing them abstractly.
How we retain “One of the big things about our success is that we’re working alongside our employees,” said Steve Kerschke, director of business development. Senior employees don’t just talk about the culture, they exemplify it by their actions. “We’re not satisfied with where we’re at,” Kerschke said. “We want everyone from the top down to feel like they’re working at a great place.”
From the president “My parents brought their own values to the workplace, and the culture followed,” said president Dan Thrasher.
“Now we work hard to maintain what they built.”
Company culture “When someone asks what makes us a good place to work, I think a lot of our people say, ‘the people.’ That’s probably a cliché, but honestly, it’s the people. I think everyone goes above and beyond for our customers and for each other. One thing that differentiates Thrasher from a lot of other companies is that if an employee sees a new way of doing something, and that’s what they want, they’ll go do it,” Yost said. “We want to challenge the status quo.”
Just for fun Thrasher’s employee-led Culture Connection hosts monthly activities to encourage team building and help employees get to know each other. Examples include a Souper Bowl, in which employees bring in soups and chilis. On a Monday near Christmas, the Culture Connection had a hot chocolate bar at the office for those who were headed into the field.
How we’ve grown The company began with one truck
borrowed from Greg Thrasher’s father. The company now has more than 230 employees and a fleet of more than 120 vehicles. Along the way, the company has added services such as basement finishing, and concrete leveling and replacement. Beyond buildings, the company’s projects include bridges, culverts, and concrete slabs on driveways, sidewalks and highways.
Teamwork Beyond those who work in the field, Thrasher has a marketing team, three sales teams and a production team. Teams meet about once a week to review technical or cultural issues. The company also has leadership councils where members discuss higher level concepts and applications of certain processes. Though most meetings happen in the office, some are held as employees travel to job sites. Employees can recognize one another for demonstrating behavior that reflects company values. The first time an employee is recognized, he or she receives a hard hat. For each successive recognition, a sticker is placed on their hard hat.
THRAsHER inC. Fifth place, Large category Office: La Vista Employees: More than 230 Primary business: Repairing basements and foundations affected by water; installing sump pumps, and detecting and mitigating radon.
OMAHA WORLD-HERALD
PRiME TiME HEALTHCARE LLC
Concierge service gives employees a helping hand By Sandra Wendel // World-Herald Correspondent
When Prime Time Healthcare LLC managing partners David Dries and Ron Spencer opened for business in 2012, they had two additional employees. That’s it. A year ago they moved part of their operation to an Omaha location off U.S. Highway 370 and have doubled their staffing. · “We’ll eventually build a building with room to grow,” Dries said. · “With a gym,” Spencer added. · Dries and Spencer are seeing substantial growth in their industry because baby boomers are needing health care at the same time hospitals are running short of medical staff.
What we do
How we recruit
The company places nurses and certified nursing assistants into health settings nationwide.
Good news travels fast over Facebook, as company employees post photos about zany company activities. That, in turn, drives their friends to say, “How can I apply to work there?” Dries said. A few newer employees were hired through postings on a jobs website.
Who we hire Successful job candidates weather a four-step interview process, exhibit a positive attitude and are personable, according to human resources manager Chalee Utterback. No specific degree or experience is necessary, but the ability to talk with just about anyone is required. Said Spencer: “We look for people who can adapt to other people’s personalities.”
How we train Recruiter Veronica Afaisen said the company’s mentoring program involves newer recruiters shadowing veterans to get the hang of phone conversations and guidance for “travelers” — health care professionals who travel on shortterm assignments.
How we retain “The owners go out of their way to make us feel appreciated,” Afaisen said. When payroll specialist Nicole Greene was named employee of the year, she received a vacation to Mexico. All employees vote for the honor based on positivity and teamwork, not production.
Community service The company supports the Summer Bash for Childhood Cancer, a fundraiser run by a nonprofit group that helps families whose children have cancer. A community outreach committee meets once a month to plan employee charitable activities.
Perks Employees have access to a concierge service. That’s in addition to a starting allowance of three weeks paid time off and a slew of other benefits, including flexible scheduling. The full-time concierge has a company car and credit card, and takes breakfast and lunch orders for just about any Omaha restaurant. Employee costs are payroll-deducted. “When we get busy, it’s nice to have her do our errands,” Utterback said. The concierge shops for employees’
groceries, lets their dogs out and picks up license plates.
Just for fun “We celebrate all the time, during work hours,” Dries said. He and Spencer have been known to surprise employees by renting an entire theater so families can see a new movie, setting up a dunk tank in the parking lot and creating a haunted house in the company garage at Halloween. When a big bus pulls up, Dries and Spencer don’t immediately reveal the surprise destination. Day trips have included stops at a casino and time spent bowling, roller skating and playing bubble ball.
Traditions Fair warning to new hires: the owners are pranksters. “This can be stressful work,” said Spencer. “We want people to release tension here and not take it home to their families.”
Compensation Generous compensation and commissions are augmented with bonuses and annual raises.
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PRiME TiME HEALTHCARE LLC First place, Medium category Offices: Headquarters in Omaha; another office in La Vista Employees: 44 Primary business: Providing hospitals with traveling health care professionals.
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OneStaff MeDical
Recruiting firm got its start during a lunch hour How we retain
By Sandra Wendel // World-Herald Correspondent
OneStaff Medical began at an Omaha diner, when former Wayne State College roommates Jack Swinney and Jason Avenell met for lunch. · Avenell lured Swinney away from a fast-track post-college job to work as a recruiter for traveling health care professionals. · Then Swinney turned to Avenell and said, “I think we should just start our own (business) someday.” · That was in 1999. · Fast-forward to 2010, when the two men opened the doors of their company, OneStaff Medical LLC. They brought in a friend, Todd Livingston, and the three 30-somethings made things happen. Since then, the staff has grown to 40.
What we do Highly competitive employee teams recruit nurses and allied health professionals such as MRI and respiratory techs to fill positions at hospitals nationwide. Some team members recruit medical people; others work with the hospitals to stay on top of their staffing needs.
Who we hire “We look for ‘people people,’ ” said office manager Nicki Parks. “We’re looking for a cultural fit with like-minded candidates.” The bosses make the job offers, but team leads do the interviewing,
according to Josh Haney, nursing team lead.
Employees are rewarded for what they do every day. But no one will forget the day last year when all employees were invited outside as the Best Buy truck pulled up. Because they had met a quarterly goal, everyone received, in Oprah-like fashion, a 55inch smart TV. Goal rewards this year include Rolex watches, thousands of dollars in cash beyond commissions, and sizable travel vouchers with spending money. Cash and prizes aside, the company prides itself on creating a family environment, Swinney said. “We train people from the ground up. We develop people.”
Just for fun
How we train New hires shadow other team members, said Stephanie Plechas, allied team lead. “They move from person to person every hour, listening in on phone calls,” she said. “They’re on the phone by the second day.” “There’s no formal orientation,” said Anthony Kastanek, account manager team lead. “You learn from people around you and make your own style.”
The Best Buy truck doesn’t show up often. More frequently seen are pop-up events, such as lunch for everyone. Each month features a fun event such as a barbecue, potluck, pj day, staff bowling outing or golf with the owners.
“Everyone knows the plan and the company direction,” said Mike McQueen, nursing team lead.
traditions It’s easy to spot the silly Eager Beaver Award and other recognitions bestowed on weekly top producers. In addition to earning the winner a statuette, Eager Beaver winners receive $250. As a tribute to a retired tradition of cutting off someone’s tie, team members cut the shirts of new employees when they sign their first placement, then take the new employee to lunch. A cowbell rings when a placement is confirmed, and contacts in progress are tracked in permanent marker on the full-length glass walls of the conference room.
OneStaff MeDical Second place, Medium category Office: Omaha Employees: 40 Primary business: Health care staffing.
compensation Employees are paid a base plus commission.
Our creativity
company culture Teams meet Monday mornings. That’s when Swinney often does what team members described as his “Wolf of Wall Street” motivational pep talks.
Creativity comes into play when pursuing leads, and employees feel free to share their ideas for innovative sales pitches.
Vetter HealtH SerViceS
Family atmosphere encourages balanced life By Mike Whye // World-Herald Correspondent
Vetter Health Services owns and operates long-term skilled nursing facilities in Nebraska, Iowa, Kansas, Missouri and Wyoming. · The company, also known as VHS, began in 1975 when Jack and Eldora Vetter acquired Heritage Care Center in Fairbury, Nebraska. · Not only has Vetter cared for many residents over the years, it also is known for taking care of its employees by creating an atmosphere that values them as individuals. · “Our overall commitment is to be a place we’d love to be, personally and professionally,” said company president Glenn Van Ekeren, who has been with VHS for 16 years.
How we recruit Finding employees — called team members at VHS — takes little effort. Rhonda Flanigan, the company’s chief people officer, said many potential employees approach VHS after hearing that it’s a great place to work. When the company does recruit, Flanigan pitches its family environment and the opportunity to
grow personally and professionally. “It is family-owned, and it’s a very family-oriented company. Everybody knows everybody,” she said. Founder Jack Vetter is in the office every day and knows each team member.
How we train Each newcomer to the home office is assigned two mentors and has an
orientation designed for the role he or she will perform. The orientation can last one to two weeks. “We basically get them integrated into the company and make sure they’re meeting all the people they’re going to be most closely associated with,” Flanigan said. Newcomers also go through “The Vetter Way Experience,” a three-day program that covers company history, mission, values, current business and plans for the future. A person who starts to work at one of the skilled nursing facilities goes through a very scripted four-day orientation. “It’s about creating relationships and learning regulations,” Flanigan said.
Just for fun
atmosphere
How we’ve grown
“It’s such a family atmosphere,” said life enrichment coordinator Cameo Rogers about working at VHS. “I feel they really value each of us, not just for what we bring to the table as professionals, but for who we are.”
Vetter has acquired a few facilities and built others, putting considerable money into each facility every year to ensure that buildings and grounds contribute to a good quality of life for residents.
Vetter’s home office has a PEP Club. PEP stands for People Energizing People, and the club’s purpose is to create fun for team members at work. Activities have included picnics and trips to Vala’s Pumpkin Patch. Similarly, each skilled nursing facility has its own club to create enjoyable times for team members.
Perks Vetter offers team members tuition reimbursement, scholarships and financial aid for participation in seminars and other programs that will benefit them in their work.
Vetter HealtH SerViceS Fourth place, Medium category Headquarters: Elkhorn area Skilled nursing facilities — Nebraska: Alliance, Columbus, David City, Elkhorn, Emerson, Fairbury, Geneva, Gering, Grand Island, Hooper, Lincoln (2), Loup City, Norfolk, North Platte (2), Omaha, Papillion, Red Cloud, Seward, St. Edward, St. Paul, Wahoo. Iowa: Iowa Falls, Lake City, Stanton. Kansas: Garnett. Missouri: Springfield. Wyoming: Lander. Team members: About 3,600. Most work in Vetter’s skilled nursing facilities; about 60 work in the home office. Primary business: Providing comfortable living facilities for long-term residents.
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FARM CREDit SERviCES OF AMERiCA
Employees as ‘teammates’ fuel ag lender’s success By Mike Whye // World-Herald Correspondent
This year marks the 100th anniversary of Farm Credit Services of America. Headquartered in southwest Omaha, the firm has retail offices in Nebraska, Iowa, South Dakota and Wyoming. It belongs to the national Farm Credit System, which began when Congress enacted the Federal Farm Loan Act of 1916. The system now provides about $248 billion, mostly as loans, to agricultural businesses.
What we do Farm Credit Services provides credit for those engaged in agriculture, including farmers, ranchers, aquatic producers, rural homeowners, agribusinesses, timber harvesters, and agricultural and rural utility cooperatives. The company has more than 300,000 customer-stockholders and is governed by a 17-member board.
Who we hire About 60 percent of new hires are referred by employees. “Our employees bring us people they know are going to be successful,” said Kurt Kline, vice president of human resources. The company looks for diversity among its recruits and applicants, said Lynette Campbell,
vice president of organizational development and learning. Because some new employees — often called teammates — do not have ag-related backgrounds, the firm educates them about its members, who are mainly farmers and ranchers. As a cooperative, the company is owned by those members, who are stockholders.
How we train When new hires arrive, they first join their team. Then, in their first month, they go into an orientation that sometimes is facilitated by president and CEO Doug Stark. “He believes it’s important for people to understand what our culture is, what we value, and it comes straight from him,” Campbell said. Not long after they’re hired, new teammates can find themselves
visiting the company’s retail offices so they can meet the people they serve.
different than that found in any other employee’s work space.
How we retain
Just for fun
Stark often says he likes to develop people to be better mothers, fathers, sisters and brothers. He believes that if someone becomes a better person, then he or she will serve customers even better. Farm Credit Services of America has several workshops to help employees get better at their jobs and become better people. “There’s no lack of training opportunities inside or outside of the company,” Kline said. Tuition reimbursement is available for outside classes and seminars.
An employee activities committee plans a fun event for everyone about once a month, such as a fun run, a golf outing, a bowling event or other activities.
Perks No one goes hungry while working at Farm Credit Services of America. “Because we’re an ag lender, we’re pretty good at food, whether it’s a breakfast, lunch, brunch or whatever,” Kline said.
Fun fact Though Stark has a reserved parking space, he often awards it to a deserving employee for a month. Also, the furniture in his office and the those of other senior leaders is no
Community service In the past year, employees donated more than 7,000 volunteer hours to various causes, and the company donated $3 million to organizations large and small, including community gardens and food pantries. For many community projects, the employees divide into teams, and the company gives $1,000 to each team for donation to the project its members are helping. “They help with their muscle and a little money as well,” Kline said. “The team chooses who they’re going to help.” As part of its 100th anniversary observance, the company is giving $100,000 to each land grant university in states it serves: the University of Nebraska-Lincoln, Iowa State University, University of South Dakota and University of Wyoming.
team strong FCSAmerica.com/careers
FARM CREDit SERviCES OF AMERiCA Fourth place, Large category Offices: Headquarters in Omaha; 48 retail offices in Nebraska, Iowa, South Dakota and Wyoming. Employees: About 1,500 overall, with 600 in Omaha. Primary business: Providing financing for farmers, ranchers and other limited agriculturally-related businesses, the various utilities used to support the agricultural community and their cooperatives.
OMAHA WORLD-HERALD
QLI
Focus on creativity drives innovation By Sandra Wendel // World-Herald Correspondent
outfitting the QLI site with adaptive sports equipment so clients could bike, golf, kayak, and enjoy trails and green space. Yet another was a request by the maintenance and housekeeping staff to be called “the first impression team” as a way to show their pride in their work.
Whether the cause is a horrifying car crash, an accidental fall or a tragic war injury, QLI rebuilds the lives of individuals ages 16 to 65 who have brain and spinal cord injuries. · For the next step in their recovery, clients — don’t call them patients — come to QLI from acute rehabilitation hospitals in 35 states. · The company How we’ve grown helps clients and their families re-engage in life through physical, occupational and The nonprofit QLI was formed by families psychosocial rehabilitation or a continuum of long-term care. whose adult children needed rehab services
Residential teams are often freed up to go fish at nearby Cunningham Lake or take camping trips with clients. Teams sometimes head to The Escape Omaha for some lockedroom team building. An on-campus game of Family Feud brings out competitiveness and pride in winning.
Atmosphere
Referrals from current employees bring in qualified applicants who have heard about QLI’s strong reputation in the industry.
“We are the Disneyland of health care,” Kearns said. “Everyone is smiling.” It’s part of the excellence in customer service for clients and their families, for staff and the community.
How we train
Teamwork
“We do an incredible amount of training,” said Katie Hodges, coordinator of executive operations. “We build professional and leadership skills.” A formal five-week orientation is followed by another six weeks of coaching in QLI’s clinical model.
Kearns receives hundreds of notes of praise about employees from appreciative co-workers and sends personal notes back. “Our work requires our teams to function cohesively.”
Traditions
At QLI, employees are encouraged to be part of something bigger than themselves, according to Kearns. And in those acts of kindness, employees take great pride in their work. For example, a maintenance worker at QLI befriended a race car driver there for rehabilitation. They connected over their love of cars.
» The first Thanksgiving dinner at QLI, held in 1990, served eight residents and 20 staff. These days the dinner is for more than 800, including clients’ families. » A July 4 celebration with fireworks and live bands attracts surrounding businesses to the campus. » The decade-long tradition of Little Spooks gives residents in assisted living units the chance to hand out treats to employees’ children.
Community service
Compensation
How we retain
QLI hosts high school students from Avenue Scholars, Omaha North High, and the Hope Center and allows them to spend a day shadowing health care professionals, to see potential career possibilities and job options.
Perks
Primary business: Rehabilitation and long-term care for adults with brain and spinal cord injuries.
We are QLI. Inspired by innovation. Driven by our mission. Relentless about excellence.
Voted Best Place to Work in Omaha. Again.
Brain and Spinal Cord Injury Specialists
TeamQLI.com
QLI’s merit-based system recognizes employees fairly — not just equally — who have gone above and beyond.
Our creativity TE D VO
Unrivaled. Relentless. HERE.
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“We thrive on innovation,” Kearns said. “We pull groups together and dream and brainstorm. You never know when a random idea can take off. We expect staff to be curious enough to learn and grow.” For example, a longtime dream was to assist visiting families from around the country. Staff saw the need for families to have somewhere to stay, and in the process reinvented the family service model. The Suzanne Scott Family Housing center, now nearly completed, will serve out-of-town guests. Another employee-fueled innovation was
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Being part of a team that helps a person put his or her life back together is rewarding in itself. But beyond the intrinsic joy of seeing someone walk or feed himself or dress herself again is a special recognition given every two years. “The James P. O’Donnell Demonstrated Excellence Award goes to a handful of employees who are chosen by their peers and supervisors and is seen as the epitome of excellence,” Elson said. Honorees experience
Employees: 350
2016
How we recruit
Just for fun
Location: Omaha
15
“We have a low turnover rate compared to similar facilities,” said 26-year employee Alicia Elson, vice president of human resources. She hires all types of health care professionals, including physical and occupational therapists, speech-language therapists, psychologists, nurses and medical associates. “We look for employees who are open to new learning,” said President and CEO Patricia Kearns, who began working at QLI 15 years ago as a physical therapist. “They should have the capacity to tie their ego to the team instead of a title and make a commitment to excellence in everything.”
an exclusive gala and choose a worthy prize, such as a trip, a tech package or a home remodel project. O’Donnell, a former ConAgra CFO, was an influential business leader who helped build QLI.
Second place, Large category
6404 N 70th Plaza | Omaha, Nebraska
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Who we hire
after being discharged from acute hospital care. QLI began with one house, eight clients and 20 staff members in north-central Omaha near Immanuel Hospital. The visionary behind QLI was psychologist Kim Hoogeveen. Today’s campus of brick buildings occupies most of that 65-acre site with a rehab campus, an east campus for long-term care services and a home health care component for offcampus apartments. QLI serves the needs of 300 individuals a year and has 211 beds.
QLI
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STORY At Mutual of Omaha we are committed to attracting, developing and rewarding employees who are passionate about our mission, committed to excellence in their work and produce results. We’re a full-service, multi-line, Fortune 500 organization providing insurance and financial services products for individuals, businesses and groups throughout the United States.
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Unleash Your Potential with a Career at Cox Communications!
FEARLESS IS DAY ONE
Cox is now hiring in Omaha!
At Cox, we connect people to the things they love. Now we’d like to connect with you. Cox Communications is looking for sharp talent to join our team and be the voice of our brand.
Now Hiring For: Call Center Customer Service Representatives (Technical Support)
Apply online today! jobs.cox.com Job Number: 142441
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Benefits of working at Cox include: • Free Internet and other Cox discounted services • Medical, dental, and vision benefits starting on your first day! • Casual, yet energetic and engaging work environment • Retirement benefits including 401(K) and Pension • Up to 22 days of Paid Time Off during first year, plus 7 Paid Holidays • Tuition assistance • Commitment to our communities including volunteer opportunities • Career advancement opportunities across the Cox family of companies
Explore www.LiveFearlessNE.com/Careers today. Cox is an Equal Opportunity Female/Minority/Disabled/Veteran Employer. Learn more at : www.cox.com/coxcareer
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C&A InDusTRIEs InC.
Immersive training builds teams quickly By Sandra Wendel // World-Herald Correspondent
C&A InDusTRIEs InC.
A five-story building across West Dodge Road from Boys Town is headquarters for C&A Industries Inc., parent firm to four specialized staffing firms that place full-time and contract employees into medical, allied health, engineering and other fields nationwide.
Who we hire C&A firms look for people with the right inward characteristics. “The important elements are not trainable,” said President and CEO Scot Thompson, speaking of qualities such as ethics. Though some positions require a college degree, others are filled by people who — regardless of education — value working as part of a team.
donations and company philanthropy — made $750,000 in charitable contributions, mostly to local organizations. “We have been successful in the marketplace. So part of being blessed as an organization is to give back,” Thompson said. Employees have helped when others were in need, such as organizing a fundraiser for a contract employee who was dealing with the aftermath of a house fire.
How we recruit
Perks
Employee referrals have become the primary funnel for new hires. Social media play a part in promoting internal recruiting activities.
How we train Initial multiweek training in smallgroup classrooms helps build teams quickly. “Employees are given immersion into how we go about our business,” Thompson said. New hires must master the people side of the business (recruiting traveling health professionals, for example) before working with clients such as hospitals. “We invest over a million dollars a year in mentorship,” Thompson said. Employees make use of executive coaches, motivational speakers and professional development courses in soft-skills training such as assertiveness and conflict resolution. The company pairs experienced employees with new hires, which gives new employees ongoing support and allows mentors to shine as leaders.
How we retain Thompson said employees stay because they believe in the company’s product or service. They trust the leadership to direct the organization to remain successful, and they want to work with people they enjoy. He points to the company’s highest-ever engagement scores, as assessed by the National Business Research Institute, which named C&A to its Circle of Excellence.
Community service Last year, C&A — with employee
The company’s award-winning wellness program includes regular incentive campaigns, lunch-and-learns, a health fair and biometric screenings, all designed to help employees lead healthier lives and allow the company to control health care costs. During the summer, C&A hosts a weekly farmers market at its headquarters. A mini convenience store in the breakroom offers salads, sandwiches, snacks and drinks. EPerks! provides employees with discounts at partner businesses such as restaurants and movie theaters.
Just for fun Thompson likes surprises. Every few months, employees receive an email invitation to a spontaneous event “just to say thanks.” Past events have included ice cream socials, popcorn bars and morning coffees. Lotteries are held to give employees tickets for UNO hockey, the Olympic Swim Trials, Creighton University sports and other events. C&A family events include a fall outing for employees and their families to Vala’s Pumpkin Patch. A holiday celebration features games, activities and a visit from Santa.
Company culture The CEO listens, especially at CEO Chats. “I meet with every employee over lunch in the boardroom,” Thompson said. “It gives me an opportunity to hear directly from them, and they can give their opinions.” He said employees like the transparency about operations this
Third place, Large category Headquarters: Omaha, with regional affiliate offices in Lincoln, Kansas City and Des Moines Employees: More than 600. C&A Industries Inc. is the parent company to staffing firms Aureus Medical Group, Aureus Group, AurStaff and Celebrity Staff. Primary business: Staffing and recruitment.
creates company-wide. With so many employees, it takes Thompson about a year to meet with everyone. Thompson stresses the importance of communication. “We want to feel small but be large.”
Teamwork Much of the C&A workforce is in sales, and a team-oriented approach is used. “We want to climb the mountain together, and if we’re not at the peak, we want to figure out how to get there together,” Thompson said.
Traditions Aureus means “golden,” and employees embrace golden opportunities to help others. “AurElves” — employee groups in various departments — decide how to give back to the community. Idea generation happens all year. Families are adopted at the holidays. Employees support C&A owner/ founder’s Larry Courtnage’s Kim Foundation, which helps those whose lives are impacted by mental illness. Employees volunteer at Food Bank for the Heartland. Following a C&A food drive that included a competitive food sculpture event, the resulting 7,000 pounds of food filled more than one truck.
Compensation Though employees are competitively compensated, Thompson said he believes employees stay with the company because they like where they work.
Our creativity Thompson, a self-confessed “communication geek,” promotes transparency, communication and teamwork so employees are comfortable coming up with ideas that will help clients.
How we’ve grown In 1969, C&A Industries founder Larry Courtnage set out after college to help his fellow engineering students find jobs. His efforts resulted in two companies: AurStaff, which places grads in industrial positions; and Celebrity, which places office staff. The medical side of C&A began in 1984 and grew into a major focus by 1997, when allied health contract employees were needed in hospitals. Thompson joined the firm in 2001. In 2007, the company’s 100,000-square-foot corporate headquarters building opened near 136th Street and West Dodge Road.
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