Employers Of Choice - 2016

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2016

EMPLOYERS OF

CHOICE Sunday, Sept. 4, 2016

EMPLOYERS OF CHOICE

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Cedar Valley boasts a number of familyfocused employers KARRIS GOLDEN

newsroom@wcfcourier.com‌

‌The 2016 Courier Employers of Choice honorees comprise an eclectic group. This promises diverse opportunities in the Cedar Valley.

From health care to manufacturing, those who lead this year’s honorees say that ensuring employees are fulfilled and respected is good for business.

Those who nominated Cedar Valley employers say they view their workplace as home, their co-workers as family and their work as vital. These employees feel they can innovate, share, teach and contribute to their companies’ success and growth.

Despite the variety among recipients, they employed many of the same concepts and ideologies create an optimal workplace and culture.

The similarities are telling.

Each has: Excellent health, life and retirement insurance benefits and other traditional perks, such as generous paid time off (some offer employee stock ownership programs, too).

Company-funded education and development as well as financial support of volunteerism.

Clear, transparent methods for soliciting, collecting and acting on employee ideas, feedback and suggestions (some provide incentives for doing so).

In addition, most recipients employ a formal method for surveying employees at least annually. Employees respond anonymously. The company collects feedback and compares it to peer data. Managers look for strengths and opportuni-

2016 Employers of Choice Buchanan County Health Center

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COURTESY PHOTO‌

Customer focus is first on the list of CFU’s core values, and employees take pride in providing the best possible service to Cedar Falls families and businesses. CFU staff members turned out in force this summer to welcome guests, staff displays, lead tours and serve refreshments at the grand opening celebration for the new Prairie Lakes Solar garden. More than 1,200 CFU electric customers purchased solar energy units to build this community-owned project.

Grundy National Bank

CFU’s reputation built on high employee standards, core values

Kryton Engineered Metal

KARRIS GOLDEN

Landmark Commons

newsroom@wcfcourier.com‌

Cedar Falls Utilities Community Bank & Trust DISTek Integration Inc.

Next Generation Wireless PDCM Insurance Peters Construction UnityPoint-Allen Hospital Waverly Health Center Western Home Communities ties, actively using the information to make improvements.

Among this year’s recipients, all are most proud of their efforts to promote health, wellness and work-life balance.

Within these pages, you’ll read about how such efforts are adapted to meet industry-specific needs.

It makes sense. Helping an employee become healthier may make her feel emboldened and empowered by her newfound vigor. In turn, her confidence may produce positive workplace effects.

Consider, too, the performance of an autonomous employee. By managing his own workload, there’s no need to choose between completing a project and attending his son’s recital. He’s so appreciative he consistently produces excellent work and helps others do the same.

‌CEDAR FALLS — Cedar Falls Utilities works hard to make its employees proud.

In an industry that offers exciting innovations and evolving technologies, the public utility views its workforce as a precious resource.

“CFU offers meaningful and challenging work in an environment that nurtures a culture of support and respect for each other,” said CFU President Jim Krieg. “Our reputation in the community is stellar because of the high standards and core values that are set for employees.”

Molly Cormaney is among the staffers who appreciate high standards and regularly strive to exceed expectations.

“Employees and management make every effort to learn from mistakes and commit to not repeating them,” she said. “I am very proud to work for a company that is committed to such a high standard of performance.

I believe employees see it as a vote of confidence in their abilities, and we work to maintain that confidence. We really hate to disappoint our customers.”

That attitude is common among employees, said Krieg.

He believes this sense of responsibility helps CFU employees strike the right balance between

Cedar Falls Utilities Address: 1 Utility Parkway, Cedar Falls Phone: (319) 266-1761 Website: www.CFUNet.net Employees: 196 Business focus: municipal provider of communications, gas, water and electrical services Leads the field in: providing innovative, high-quality services — acknowledged by a 2015 visit from President Barack Obama. family, community and career.

“I’m honored to have celebrated my one-year anniversary with CFU,” said Alex Chittenden. “I don’t state that lightly. It has truly been an honor to work amongst such wonderful people. I have two children, and thanks to the support from the leadership, I can spend the time I need with them.”

CFU provides staff with opportunities for professional development at every point in a career, i.e., apprenticeship, tuition reimbursement and continuing education programs.

Sheri Ubben has been with CFU for 26 years. She went to

career college and found the company was willing to build on her investment.

“CFU provided me with an opportunity to grow in my field, which I appreciate,” she said.

“They have provided me with training needed for the various jobs I have held and an income which has grown my family and provided me the opportunity to live a comfortable life.”

Ubben and her co-workers also appreciate that the company encourages community involvement through United Way, the American Heart Association Heart Walk, Toys for Tots and others.

“A strong staff comes from not just continued training and learning but from encouraging them to help others have opportunities, too,” Krieg said.

Terri Roberts has worked at CFU for 35 years and loves her job. She is especially proud of bonds between employees. “(Staff) committees are great because they represent all employees, whether they are union, salary or hourly,” she said. “We all work together for a common cause.”

CFU’s wellness program is among Roberts’ favorites. It includes an on-site fitness center, healthy snacks throughout work spaces and reimbursements for reaching fitness benchmarks.

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EMPLOYERS OF CHOICE

Sunday, September 4, 2016 | 3

Employee engagement is CEO’s passion at Friendship Village KARRIS GOLDEN

Friendship Village

newsroom@wcfcourier.com‌

WATERLOO — No one ‌ chooses a career in retirement living services to win awards.

Often, the profession comes with few accolades.

However, Lisa Gates was distinctly thrilled to learn Friendship Village had earned Courier Employer of Choice honors.

“This is particularly close to my heart, because employees are my passion,” said Gates, Friendship Village president and CEO. “That’s primarily because we can’t pay what employees truly deserve. We work very hard to compensate them in other ways.”

Friendship Village is a full-service retirement living community that includes a facility of the same name as well as Landmark Commons, Lakeview Lodge, Lakeview Landing and Rosewood Estates.

The organization draws people with a passion for the service

Address: 1400 Maxhelen Blvd., Waterloo Phone: (319) 296-7100 Website: www.FriendshipVillageIowa.com Employees: 650 Business focus: full-service retirement liv-

ing for those 55 and older COURTESY PHOTO‌

Employees enjoy many themed activities at Friendship Village. industry, with a specific interest in working with and for the elderly. They are individuals who understand they work in someone’s home. They also can assist residents when they must transition to different levels of care.

Until recently, Gates could expect staffers to remain for 25 to 30 years. Indicators show that could change in the near future.

As a result, she works hard to buck the trend.

Leads the field in: caring, empowered

employees who take a personal interest in residents’ lives

“(Employee engagement) has to be intentional, because it won’t just happen,” she said.

“Departments tend to take on the personality of the department head.”

Gates uses the example of one department head who tends to be naturally shy and quiet. She is aware of how this could affect her department’s interactions with other areas, so she plans fun activities to engage her staff. In

that way, said Gates, she makes a conscious effort.

“During our management team meeting Lisa holds each week, we reserve time for prayer — for residents, for strength, staff and for each other,” said Amy Bonebrake, director of Landmark Commons.

Regular meetings are a way for coworkers to support each other in what can often be challenging work. There is a chaplain on staff to help residents and employees

grieve residents’ illnesses and deaths.

“Our employees comprise a supportive working environment for me, too, as well as for one another,” said Bonebrake. “We are all here for one reason: to take care of our people in Friendship Village and Landmark Commons.

In the process, we end up taking care of each other.”

In addition, managers push for a broad variety of benefits and perks, continuing education and training and top-notch wellness and fitness programs.

Staff members also manage a variety of team-building activities intended to build camaraderie, such as food days and parties. To take part in casual days, employees can make a donation to the Alzheimer’s Association.

The key, said Gates, is feedback. She frequently asks, “Is this a reward or benefit that interests you?”

901 Black Hawk Road | Waterloo, Iowa 50704 | 319-236-2003 www.petersconstruction.com

4 | Sunday, September 4, 2016

EMPLOYERS OF CHOICE

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Big Brothers Big Sisters empowers employees for good of community KARRIS GOLDEN

newsroom@wcfcourier.com‌

the Year award. The honors cite results from 31 school-based programs in Black Hawk, Bremer and Butler counties, where matches last 6.5 years (the national average is 15 months.)

BBBSNEIA achieved this during a time of tremendous growth. In May 2015, there were just five employees, including Orlando. That number has more than doubled.

The growth is necessary, said Orlando. The agency currently has nearly 200 matches, with more than 70 children on a waitlist. Pending staff additions will more than double matches, and Orlando expects this to increase the waitlist.

“The state of growth helps our morale, because it means we’re able to reach more kids,” said Orlando. “We’re all helping to keep growing.”

‌ ATERLOO — The task of W matching young people with solid adult mentors can be difficult.

It’s a great responsibility and can be incredibly time-consuming. Pairing children with adults who will make the commitment is difficult, and the waiting list of “Littles” in need of “Bigs” is always long.

However, employees at Big Brothers Big Sisters of Northeast Iowa believe it’s gratifying BRANDON POLLOCK, COURIER STAFF PHOTOGRAPHER‌ and rewarding work. That’s because the leadership and board Katie Wason, left, and Ashley Leistikow, both with Big Brothers Big of directors empower them to Sisters, put together backpacks of school supplies at Lou Henry Hoover succeed, they said in their joint School in Waterloo.

Employers of Choice nomination.

“It’s a great place to work,” management practices that al- board received the highest honors they explained. “We have a lot low for flexible schedules and bestowed by Big Brothers Big Sisof passion for youth mentor- personal time. An employee can ters of America: the Gold Staning and for each other as a true tailor her or his schedule and dard Award and Agency Board of staff team.” choose to work from home.

Like most nonprofit organi“In a lot of nonprofits, employzations, BBBSNEIA can’t pay ees who don’t have kids … are left salaries similar to those paid by holding the bag when it comes to corporate entities. To bridge the covering for family schedules,” gap, BBBS listens to employees said Orlando. “No one does that and tries to provide other re- here, and I believe it’s because the wards, said Katie Orlando, ex- schedule is so flexible.”

Employees also noted the orecutive director.

“It would be very easy for our ganization’s willingness to tap employees to go to work at a for- employees’ potential and create profit business and make … a lot new leadership positions. more,” she said. “I believe our “We try to promote from employees stay here because of within whenever we can,” Orthe flexibility and benefits.” lando said. “It creates less stress Staff can share opinions and in employees’ personal lives supporting documentation to when they know they can build suggest additions and changes. a career here — that this is not a “If there’s something em- dead-end job.” ployees want to see added or Employees said they apprechanged, they’re empowered to ciate frequent reminders that research what’s out there and they’re valued. On a regular make suggestions,” said Orlando. basis, they are recognized with For health insurance, employee performance-based raises and suggestions are factored into the public recognition. top three feasible options, which Teamwork is vital, said Orthey can then vote on. lando. Most days, employees The result is a free medical eat lunch together, resulting in insurance plan. Employees also collaboration and team-buildcan receive 12 weeks of maternity ing. Likewise, monthly staff leave and one week of free leave meetings, formal mentoring and for births/adoptions. regular team volunteer activities Among the points employees at other area nonprofits help en7314 Chancellor highlighted in their nomination sure employees at the Waverly is more than one year without office feel connected to those in (319) 266-1771 • Waterloo. employee turnover.

Orlando attributes this to Earlier this year, the agency and

Big Brothers Big Sisters of Northeast Iowa Address: 2530 University

Ave., Waterloo

Phone: (319) 235-9397 Website: www.IowaBigs.

org

Employees: 13 Business focus: youth-ori-

ented nonprofit agency that matches children with adult mentors with the goal of improving children’s academic and social performance Leads the field in: developing multi-year “Big”-“Little” relationships that far exceed the desired oneyear commitment

THANK YOU TO OUR EMPLOYEES

For making us a Cedar Valley Employer of Choice.

Dr, Cedar Falls, IA 50613 http://krytonmetals.com/

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EMPLOYERS OF CHOICE

Laughter, fun part of employee life at Buchanan County Health Center KARRIS GOLDEN

newsroom@wcfcourier.com‌

I‌ NDEPENDENCE — Buchanan County Health Center is notable for a variety of reasons, from serving varied needs and populations to the range of what’s offered.

What’s most striking to Lori Hoffmann, however, is that everyone seems to smile — constantly.

“I think that something that promotes the smiles is that employees make BCHC their home away from home,” she said.

“They are able to work next to committed and hard-working colleagues whose values match theirs.”

As evidenced by multiple Courier Employer of Choice nominations, Hoffmann and her co-workers enjoy their jobs.

“Buchanan County Health Center is not only care-based; we are family-based and ecstatic about bringing excellent care to the people in our community and to those who aren’t,” said Chandlynne Reichenbacker.

“Family isn’t a word most people even use to describe their coworkers, but I’m proud to say it about everyone working and coming to the hospital.”

When Steve Slessor became CEO nearly three years ago, he did so with the confidence he inherited a strong staff.

“We’ve done a lot of work on our culture,” he said. “This recognition is a good sign post that we’re going in the right direction.”

Culture isn’t an easy thing to describe or even talk about, he added. In his time at BCHC, Slessor has focused on dialogue and ensuring senior staff are accessible to employees, patients and the community.

“We have quarterly forums where we are all kept up to date on new developments,” said Sandra Werner. “We are also recognized by our peers and management when going above and beyond our daily duties.”

Sunday, September 4, 2016 | 5

Buchanan County Health Center Address: 1600 First St. E, Independence Phone: (319) 332-0999 Website: www.BCHealth.org Employees: 225 full and part-time Business focus: hospital with 18 clinical and 15 medical spe-

cialties; wellness center; long-term care facility; and retirement community Leads the field in: centrally located health care center equipped to “assist community members at every life transition”

TIFFANY RUSHING, COURIER STAFF PHOTOGRAPHER‌

Buchanan County Health Center employees sign a structural beam to be placed in the new facility being built at 1600 First St., Independence.

In addition, Slessor takes feedback from the annual employee opinion survey seriously.

“I like to think employees feel heard,” Slessor said. “They can see we’ve made changes. I would hope they feel that.”

Senior staff continue to seek ways to improve work-life balance, in response to employee feedback.

“The reality is health care can be hard in health care,” Slessor said. “You can’t be shortstaffed; patients need you, and our employees care tremendously about patients.

“Where it’s doable, we’re flexible. We are more nimble and agile than we were in the past.”

Tasha Gilson has worked at BCHC for 15 years. She believes the family feeling comes from the sense that employees are genuinely cared for. This is evidenced by a variety of benefits, such as educational stipends and funds set aside for managers to use for employee recognition.

“Buchanan County Health Center likes to invest in its employees by providing them with an opportunity to obtain additional education or even education in specialty areas,” she added. “This education no only benefits the employee but also the organization.”

Senior managers understand why employees have devoted their careers to health care and service, said Hoffmann.

“Employees have made it their life’s work to care for the community and the people they work alongside,” she explained. “The senior management team does an excellent job of supporting this attitude through their high level of engagement with all the employees, not just their direct reports.”

Hoffmann also believes BCHC managers make an effort to acknowledge hard work and “walk the talk.”

“They support the employees by having reasonable expectations of the work that needs to be done and the timeframe to complete it,” she said. “They provide them with the resources to complete that work successfully. Ultimately, they will not ask an employee to do anything they wouldn’t do themselves.”

For his part, Slessor encourages managers and department heads to make room for fun — and lots of smiles — into daily work.

“I’m always going to promote having a good time,” he said. “If a group enjoys working together and shares a laugh, visitors feel that. That’s contagious.”

Awww... shucks.

We are humbled and thankful!

Being named a top employer in the Cedar Valley for 2016 is one award we hope we “win” every day – because it comes from our employees. We think they are something special and we are glad the feeling is mutual!

WE NEED YOU! Experience a positive and supportive work environment alongside people who truly make a difference in the lives of our residents. There are many opportunities available. Visit our website or call to start the process of becoming part of an award-winning team.

(319) 291-8100 FriendshipVillageIowa.com

6 | Sunday, September 4, 2016

EMPLOYERS OF CHOICE

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DISTek employees appreciate work-life balance KARRIS GOLDEN

DISTek

newsroom@wcfcourier.com‌

‌ EDAR FALLS — When Mitch C Dowell started at DISTek, he was an engineering student completing a summer internship.

What struck him when he returned for a second summer internship was that he had always been treated as a full-time employee.

“Everyone here treats each other respectfully,” he explained.

Dowell’s experience is the norm, said Jeff Sandvold, human resources manager. That’s by design.

“We have grown to 100-plus employees because of the company’s commitment to values and vision,” explained Sandvold. “DISTek focuses on its people, integrity and supporting employees’ commitment to the community.”

One thing that sets DISTek apart is its “Team of Teams” approach, he added. So while employees work closely with their day-to-day work teams, a concerted effort is made to keep the other teams updated.

Teams keep managers and other teams in the loop via informal check-ins and weekly standup meetings and quarterly planning sessions.

These meetings allow teams to touch base with others, obtain updates on other projects and get and give feedback and advice.

This is essential in an employee-owned company, said Sandy Sutterer, vice president of operations.

“With the Team of Teams approach, we’ve seen people step up and take responsibility,” she explained. “In an employee-owned company, there’s the understanding that when you’re making a decision, you make it as if you own the company, because you do.”

As a result, employees are regularly coached and trained to help their career growth, said Sandvold. Feedback is an essential part of the process.

Many managers may view ca-

Address: 6612 Chancellor

Drive, Suite 600, Cedar Falls Phone: (319) 859-3600 Website: www.DISTek.com Employees: 100 Business focus: develops software for electronic controls, electro-hydraulic controls and vehicle network systems for the agriculture, construction and forestry industries Leads the field in: skilled engineers who create comprehensive software solutions

COURTESY PHOTO‌

DISTek uses Yammer, an internal social media service that allows employees to collaborate on projects, start hobby groups, post blogs, praise co-workers and connect with employees at remote sites, reer development and work-life balance as an essential personal necessity but don’t confer such benefits on their employees, said Jack Cowden.

Not so at DISTek. “There really isn’t a difference between ‘the company’ and ‘the workers,’” said Cowden.

“We work to accommodate and support each other. We are given opportunities to learn new skills and the chance to put those skills to work. Feedback is positive, constructive and continuous.”

This attitude ensures DISTek’s continued evolution and future success, said Sandvold.

“The reason I come to work is because I like to see people succeed,” he said. “I like to see everyone pull together for customer software that may end up on a vehicle. I like to see everyone’s work turn into real, good things, despite the challenges.”

Difficulties and challenges reinforce the need to forge lasting relationships, said Sutterer.

DISTek provides ample time for employees to play, often including family in the fun. This includes everything from a kickball tournament to playing Pokemon Go on a Saturday afternoon.

“I like to see people support each other; I like working with my friends,” said Sutterer. “Our employees have each other’s backs. We understand we’re going to grow with each other instead of giving up.”

In addition to traditional team-building methods and tools, DISTek uses Yammer, an internal social media service similar to Facebook. With Yammer, employees can collaborate

on projects, start hobby groups, post blogs, praise co-workers and find information on company programs. This platform has been particularly helpful in connecting with employees at remote sites, said Sandvold.

Given the challenging nature of the work, DISTek’s willingness to be flexible whenever possible makes a big difference, said nominator Joe Fisher.

“The leadership has the right

work philosophy and goes out of its way to make sure everybody is treated right,” he explained. “(There are) awesome benefits, and casual day is every day. It’s also nice to have the ability to work remotely when needed.”

Callie Adam agrees. In her nomination, she explained when she appreciates the way DISTek trusts employees to meet deadlines and manage individual schedules.

“As an employee-owned company, we’re always looking out for the best interest of the company,” she said. “We take pride in our work and our office.”

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EMPLOYERS OF CHOICE

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Employee empowerment the rule at LocateSmarter KARRIS GOLDEN

LocateSmarter

newsroom@wcfcourier.com‌

‌CEDAR FALLS — The spirit of intrapreneurship created LocateSmarter from the CBE Companies, a Cedar Valley institution.

Lindsey Newcomb is grateful.

Hired in April 2014, she was LocateSmarter’s third employee.

“Even from my first day, I knew it was going to be unlike any other job before,” she recalled. “I had come from a large organization where you didn’t question authority and you blended in with the hundreds of other employees. But at LocateSmarter, … thinking outside the box was an expectation. Differing opinions were encouraged. Failure was viewed as a learning opportunity.”

Initially developed to service the CBE Companies, LocateSmarter was intended to improve and refine account collections data obtained from multiple sources. The goal was to streamline reliable, targeted and inexpensive consumer data while reducing regulatory risk.

In the beginning, LocateSmarter was launched with one employee, said Chad Benson, company co-founder. Early on, he and CBE Companies Chairman Thomas Penaluna believed LocateSmarter could branch out to stand on its own by providing services to other companies.

“One of the things Tom and I realized is something a lot of companies experience around the United States experience: Within established companies, it’s harder for people to see that high rewards require high risk,” said Benson, who is president of both LocateSmarter and CBE Companies.

“For an idea like LocateSmarter to grow, it requires that risk — an entrepreneurial spirit.”

In nearly five years, LocateSmarter has grown from one to 15 employees. Hiring criteria mirrors the qualities of CBE Companies, said Benson.

“We look to foster the spirit of the startup mindset,” he explained. “We expect staff to work

Address: 1309 Technology

Parkway, Cedar Falls

Phone: (888) 254-5501 Website: www.Lo-

cateSmarter.com

Employees: 15 Business focus: revolu-

tionize business process as a service methodology and the software as a service model to deliver pay-asyou-go consumer data from leading industry data providers Leads the field in: skip tracing and data compliance for the debt collection industry

COURTESY PHOTO‌

LocateSmarter employees engage in off-site team building activities.

schedule management to employees.

“We haven’t had issues; everyone manages to get their work done, and then some,” said Benson. “There’s a general understanding and respect for the fact that your accountability is to the team.”

Scott Jenkins left another position for LocateSmarter, knowing it would give him a 100-mile round-trip commute. He was that confident the company was right for him. He was particularly intrigued by the notion of working for a startup backed by

a larger company. “(LocateSmarter) cares about the lives of its employees, ... strives to create its own culture and empowers employees to decide things that help the company and also recognizes those decisions,” Jenkins explained.

Employees value volunteerism, and 100 percent participate in the company’s United Way campaign. Each month, the third Wednesday is set aside for team-building.

“We leave at 3 p.m. and go have fun,” said Benson. “Getting away from the work environment is fun and relaxing. We get to know each other better and learn to depend on one another.”

Among the activities are things like a scavenger hunt and bags, Frisbee golf, Laser Tag and bowling tournaments, noted Holly Mullesch.

“We’re slightly competitive,” she said. “We’ve found that these activities increase communication and openness around the office.”

Team-building extends to after-hours get-togethers. This includes volunteering and participating in 5K runs and soccer tournaments.

“Overall, there’s the sense that we participate in the things we value,” said Benson. “That’s embedded in the culture.”

hard and deliver results.” can be heard.”

LocateSmarter allows staffers Newcomb believes LocateSmarter has challenged her to work remotely and keep flexto flourish as an emerging leader. ible hours, leaving individual “(Benson) is enthusiastic, intentionally transparent and approachable,” she said. “LocateSmarter is a workplace that cares about its employees and knows how important each is to the overall growth of the company.”

External customers are banks Thank you to our employee-owners and credit unions, hospitals, collection agencies, credit issuers, Your talent and dedication have made law firms and utility companies. Employees complete highly us successful over the last 24 years! technical work that requires accuracy and precision.

“We process millions of transactions, and our customers have high expectations,” said Benson. “In that environment, it’s important that each employee feels empowered to solve problems and suggest improvements.

They know they have a voice and

Experts in Off-Highway Control Systems

www.distek.com | 319-859-3600

Creators of:

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EMPLOYERS OF CHOICE

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At CBT, employees feel like they belong KARRIS GOLDEN

newsroom@wcfcourier.com‌

‌WATERLOO — It would be easy for Community Bank & Trust employees to focus on big transitions.

From the bank’s 2013 acquisition by QCR Holdings Inc. of Moline, Ill., to its current $3.5 million renovation, the past five years have brought regular, far-reaching changes.

However, employees who nominated CBT as an Employer of Choice highlighted aspects of the bank’s ability to make employees and customers feel like they belong.

“I look forward to coming to work every day to see my ‘work family,’” said employee Kate Merchant in her nomination.

“As a mother of two young children, things come up where I have to leave unexpectedly for them, and CBT is so supportive and lives by the words ‘family first.’”

The key is trust, said Brian O’Hair.

“Trust is the defining principle, which has been built over a long period — created through management’s credibility, fair treatment and authentic caring,” he said.

“The degree of pride and levels of connection and camaraderie employees feel with one another is championed by several long-term employees and is contagious to newcomers such as me.”

Sue White agrees. When she transitioned her mother to a senior living community, moral support from co-workers and clients made the move less stressful.

“I continue to stay because this bank is such a familyoriented business, even to the customers,” said White, who has worked there eight years.

“Management ... always gives positive recognition. The opportunities are endless here.

CBT rocks!”

At the heart of this family

COURTESY PHOTO

Community Bank & Trust employees say the family atmosphere is one of the many reasons they enjoy working there..

Community Bank & Trust Address: 422 Commercial St., Waterloo Phone: (319) 291-2000 Website: CommunityBT.com Employees: About 100 full and part time Business focus: full-service community bank with three Cedar

Valley locations, providing financial services for individuals and businesses Leads the field in: maintaining personal touch and close customer relationships while offering advanced technology. feeling is the bank’s mission, vision and values, said CBT President and CEO Stacey Bentley. The mission states CBT will be “the most relationshipdriven community bank so that our employees, clients, shareholders and the local community prosper.”

“We work around where employees live,” Bentley said.

“That makes a difference.

This is their community; our customers are their neighbors, family and friends.”

She’s proud that employees support this commitment. For example, the bank’s United Way employee campaign has boasted 100 percent participation for 19 years.

“We believe that when you take care of the team and listen, employees rise to the occasion,”

Bentley explained. “When employees enjoy their work, they’re empowered to provide excellent customer service.”

To that end, CBT takes great care to provide employees with personal and professional development opportunities.

In addition to regular federal certification and training, the bank provides staff with formal educational sessions and ongoing activities. “(T)here are many opportunities to learn new skills,” said Rachel Fettkether.

“We learn something new every day and are faced with all different kinds of people and situations.”

Further, employees are recognized for exemplary work through an internal web platform called “Kudos.”

“When someone does

something exceptional, (managers) tell them over this website, … through monthly meetings or email,” explained Fettkether.

In addition to excellent health benefits and a good work-life balance, nominators lifted up CBT’s unusual, innovative offerings.

One is the sabbatical program.

Any employee with 10 years of service is eligible for the 30 consecutive paid days off, which are in addition to traditional vacation days.

The point of the perk is to “do something on your bucket list,” said Bentley. Those on sabbatical are expected to inspire coworkers by blogging about their experiences. Employees who meet qualifications can become eligible for additional sabbaticals.

EMPLOYERS OF CHOICE

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Peters Construction focuses on flexibility for families KARRIS GOLDEN

Peters Construction

newsroom@wcfcourier.com‌

‌WATERLOO — Peters Construction prides itself on shattering industry stereotypes.

For one, managers tend to develop projects that allow employees to avoid being away from home for long periods of time.

“When your work is in the communities in which you live, it makes a difference,” said President Brad Best. “In this field, you typically walk away from the project at the end of the job.

But for us, we drive by our work all the time. … We can show it to our kids.”

This effort to work within a smaller geographic area allows employees to attend to personal events and appointments, said Phillip Nieman.

“They are flexible anytime there is a family issue or event, he said. “Never in my seven years of working here have they denied

Address: 901 Black Hawk

Road, Waterloo

Phone: (319) 236-2003 Website: www.PetersCon-

struction.com

Employees: 70 Business focus: commerCOURTESY PHOTO‌

Projects close to home and workplace flexibility offer Peters Construction employees plenty of work-life balance. a request for time off.”

Peters Construction has been fortunate to have the resources to bid on projects that keep employees closer to home, said Best.

“We haven’t seen the highs and lows, and it looks good for the foreseeable future,” he added.

Peters also lacks “walls” that sometimes divide construction

cial and industrial general contractor specializing in large local projects, especially schools, colleges, churches and hospitals Leads the field in: ensuring customer satisfaction by placing high value on employee excellence

managers from field staff, said Best.

“Everyone’s input is valued.

We all contribute to the insight and rely on input from everyone,” he said. development.

As a result, all employees are “Those opportunities are not eligible for company-funded exclusive to upper management,” educational opportunities and said Best. “Opening this up to evprofessional and leadership eryone ensures the next genera-

tion of leaders will be built.”

Peters’ willingness to devote resources to employee training shows how much the company cares for employees, said Nieman.

“There are many opportunities to learn new skills, and if you show a desire for growth and learning, that desire will be fostered,” he explained. “I have had the opportunity to participate in a range of training sessions that have provided certifications and development of skill sets, including construction-specific and overall leadership development.”

Periodically, office staff takes lunch to field staff on site.

“It’s an opportunity to show the field staff we care, and it’s an opportunity for us to see and appreciate their work,” said Best. “We do need to see the projects so we understand we’re stronger as one company than as many individuals doing our own thing.”

A GREAT place to BANK. A GREAT place to WORK! For more than 80 years, GNB has lived its mission to build lifetime customer relationships and help achieve financial dreams. Our roots run strong, as the bank remains locally owned by more than 200 shareholders, the largest of which is our employees.

523

THANK YOU to our dedicated staff for your commitment to excellence!

Ackley Conrad Geneva Grundy Center Iowa Falls Manchester Marshalltown Story City

gnbbank.com

Member FDIC

10 | Sunday, September 4, 2016

EMPLOYERS OF CHOICE

Collaboration and fun emphasized at Grundy National Bank KARRIS GOLDEN

Grundy National Bank Address: 529 G Ave., Grundy Center Phone: (319) 824-5431 Website: www.GNBBank.com Employees: 119 Business focus: provides financial services to communities at

locations in eight Iowa communities

newsroom@wcfcourier.com‌

‌ RUNDY CENTER — The steG reotype that banks are “stuffy” doesn’t apply to Grundy National Bank, say employees.

In fact, they believe it is an Employer of Choice because collaboration and fun are emphasized at all levels of the organization.

“The phrase ‘Teamwork — the ability to work together toward a common vision’ is painted on the training room wall and is repeated by our president before employee meetings,” said Bruce Clark, a business development officer.

This spirit is instilled in a variety of bank-supported employee activities, he added. This includes regular health awareness programs and challenges, monthly team huddles, a company-wide open door policy and much more.

Building from a foundation of competitive employee health benefits, GNB offers wellness reimbursements every pay period, employee stock ownership and annual activities designed to engage employee interest.

Team-building is emphasized through interdepartmental challenges, staff meetings and all-employee outings, said Nicole Larson, director of human resources. GNB also offers employees regular personal development and career training.

Volunteer activities draw employees together, too, said Larson.

“We have a program called ‘Helping Hands,’ which encourages employees to use their career skills to benefit their communities,” she explained.

The program rewards staff for selected volunteer activities.

Participants receive program T-shirts to wear when volunteering. Participants receive a “Helping Hand” for designated activities. Five Helping Hands nets a day of paid time off.

Regardless of rewards, GNB employees show up, said Larson.

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Leads the field in: connecting with individuals, businesses,

farmers and organizations

COURTESY PHOTOS‌

Grundy National Bank employees participate in their annual ugly Christmas sweater contest.

“We very seldom lack for volunteers, Helping Hand or not,” she said. “Everyone likes to get out and see people and help.”

GNB also recognizes employees when they exceed expectations by assisting each other, providing exemplary customer service and sharing innovative ideas.

“We have friendly competitions at all locations and departments,” she said. “These events can be a lot of fun, because they allow us to step outside our offices and see each other as more than just the job we each do.”

In August, employees took part in the GNB 2016 Olympic Games. Among the highlights were costumes, trivia, root beer pong and an Olympic Feast.

Each October, the bank hosts Customer Service Week, which places a strong focus on employees, said Larson. Clark especially likes the staff baby picture identification challenge and selecting GNB Homecoming King and Queen.

In addition to community, GNB strives to emphasize work-life balance, said Amanda Grieneski, director of marketing.

“We are definitely family-oriented,” she said. “We’re very flexible (about covering for each other), especially if it’s sched-

uled in advance.”

Employees go out of their way to accommodate co-workers’ outside activities, Grieneski added. For example, if a few tellers want to watch their kids in Grundy Center’s annual Halloween parade, those who don’t will offer to “run short.”

“The flexibility here is one of our selling points,” she said. “We do what we can when it comes to family. … All staff members are good about helping one another, whether it’s taking on extra work or skipping lunch.”

Because the bank’s employees are dispersed throughout eight locations, regular emphasis on fun and the overall team is vital, said Larson.

The effort pays off. In January, the bank merged with another institution, which didn’t offer activities like those at GNB. While managers have since worked to ensure new employees feel included and welcomed, they weren’t sure the GNB culture would catch on quickly.

There was little cause for concern, said Larson.

“So far, employees at that location have had 100 percent participation (in activities),” she said. “It’s been fun to watch them get into this.”

Thank You for Naming Us an Employer of Choice!

Follow us on LinkedIn to stay up-to-date on all our latest career opportunities.

EOE/AA M/F/VET/DISABILITY. Background checks and drug screening required. Credit checks are not conducted for entry-level positions.

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EMPLOYERS OF CHOICE

Kryton employees take pride in their work space KARRIS GOLDEN

Kryton Engineered Metals Address: 7314 Chancellor Drive, Cedar Falls Phone: (319) 266-1771 Website: www.KrytonMetals.com Employees: 72 Business focus: manufactures spun metal component and fab-

rication parts

Leads the field in: evolving to adapt to the changing world of

newsroom@wcfcourier.com‌

‌ EDAR FALLS — In the past C several years, Kevin Harberts has made significant changes at Kryton Engineered Metals.

There was a name change and intense focus on new markets and product diversification. The essential element in Harberts’ plan was to shift resources toward improving the lives of employees.

“Six or seven years ago, most of our employees were living paycheck to paycheck,” said Harberts, Kryton owner and president. “For many of them, this was just a job; they didn’t look at this as if it was a career.”

Kryton employees are highly skilled technicians, and Harberts wanted them to take pride in their creations.

“It was about paying attention to what’s going on,” he said.

“Every business has a culture, whether we like it or not. … People spend a lot of time at work.

We owe it to them to show we appreciate their contributions — that we notice and care.”

Kryton is dependent on customer orders. The industry’s cyclical nature means Harberts can’t always make long-range predictions and plans. To create stability, he looks for changes that positively influence outcomes.

“We have lofty goals. Are we there yet? No,” he admitted. “If you’re doing things right, you never get to the end; you keep finding ways to get and retain good people.”

To that end, Kryton renovated its factory area, installing air climate controls, excellent lighting and a highly organized floor plan.

Employees take pride in their work space, and it shows across the company, said Ian Davis.

“For an industrial company, it is as clean as you can get,” he said.

The management team also revamped the health and well-

Sunday, September 4, 2016 | 11

production technology

Thank You

COURTESY PHOTO‌

To help employee retention, Kryton renovated its factory area, installing air climate controls, excellent lighting and a highly organized floor plan. ness benefits to look for improvements.

“We also looked at the pay scale and try to pay top wages,” said Harberts. “That relies heavily on education, so we send employees back to class if necessary.”

Employees noticed; this is Kryton’s second year as an Employers of Choice honoree.

“I have never considered working for anyone else,” said Nick Kostner. “Kryton has accepted me as one of their own and truly values my opinion. I have been able to put ideas into action and see the benefits daily.”

Several nominators said they appreciate Harberts’ accessibility and hands-on approach.

“He regularly walks through the shop and makes it a priority to know every employee’s name,” Davis explained. “He helps you out if you need help at work or even at home.”

Employees also appreciate the encouragement and team environment.

“Flexibility is one of the most overlooked benefits in a workplace, but Kryton really excels in giving employees time off for family events or appointments,” said Jill Nuss. “There is no place in the Cedar Valley that gives more opportunity to internal employees. ... If you have the

desire and drive, the sky is the limit.”

Often, benefits extend to family members, such as use of the on-site fitness center.

“We have several company events throughout the year, such as cookouts and cook-offs,” said Larry Bearbower. “We also have fundraisers for our Kryton Kares initiative, in which we donate money to people in need.”

Employees don’t have to wait for feedback and praise, Bearbower added. When they go above and beyond, team leaders can authorize on-the-spot financial rewards.

Kryton also adopted a concept it calls “Catalytic Coaching,” said Mike Zehentner. This replaced traditional employee reviews conducted by supervisors.

“These coaching sessions help educate both the employee and manager on strengths and areas of improvement through real work examples and are ongoing throughout the work year,” Zehentner said. “That way, there is constant growth and skill-building for the entire team.”

Employees have embraced Catalytic Coaching.

“Kryton treats us like we are all family,” said Bearbower. “Kevin has always said this company is not just his; it’s all of ours.”

for voting PDCM Insurance Employer of Choice in the Cedar Valley!

Here’s to our devoted employees who have made it possible to provide smarter insurance solutions for 100 years.

Serving the Cedar Valley and the Corridor since 1916 PDCM.com | 800-373-2821

12 | Sunday, September 4, 2016

EMPLOYERS OF CHOICE

Next Generation Wireless operates with positive culture in mind KARRIS GOLDEN

‌ EDAR FALLS — When Bill C Bradford was an associate, he began developing a plan.

Part of his plan was to become an entrepreneur. At the core of his plan were his beliefs about how people should be treated.

This formed the basis for Next Generation Wireless.

“When I started NGW in 2001, I wanted a culture that was fun, recognized performance, allowed flexibility, developed our associates into something greater than when they joined us, gave back to the communities and to genuinely care about every associate both personally and professionally,” said Bradford, owner and president.

It’s not about being the best boss, he added; it’s about bringing out the best in others. For one, NGW has “associates,” not employees.

“They work with me, not for me,” Bradford explained. “This is a team environment. Our biggest responsibility is to develop people. Our mindset and our responsibility is to use our time, energy and all our resources to make sure our associates are prepared to be better a better father, sibling, husband than when they joined.”

NGW has eight core values.

These, said Human Resources Leader Molly Mummelthie, are what make the company an Employer of Choice. “(Those) values are respect, positive attitude, integrity, empowerment, strong work ethic, community involvement, fun and passion,” Mummelthie said.

Bradford strives to provide fun, inviting workspaces. NGW recently completed a major renovation of its headquarters, located in the 200 block of Main Street. There, attire is business casual, and positivity is a must.

Office staff takes part in a fun monthly activity, like cookouts, arcade or bags tournaments or watching sports. Each location

Next Generation Wireless Address: 215 Main St., Cedar Falls Phone: (319) 266-5070 Website: www.NGWToday.com Associates: 120 Business focus: Provide cellular and wireless communication

services at 12 locations in Iowa and Illinois

newsroom@wcfcourier.com‌

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Leads the field in: providing excellent customer service and

giving back to the communities it serves

MATTHEW PUTNEY, COURIER PHOTO EDITOR‌

Next Generation Wireless offers old-school video game fun during employee breaks. also selects monthly volunteer projects. In 2015, NGW donated 2,000-plus volunteer hours to the communities it serves. “(These) volunteer events have gotten me out of my comfort zone, and we have been able to help people who need it,” said James Rozendaal. “I feel extremely fortunate to be part of this team.”

Illinois-based associate Serina Wolber likes representing NGW at events in her community.

“NGW encourages fresh ideas and allows associates to feel comfortable sharing their input,” said Wolber. “Upper management is involved in everyday business activities, which enables them to relate to and support staff as they grow and develop. I appreciate being consistently challenged and trusted with responsibilities outside of my everyday role.”

Tim Wolfe likes working for a company that supports the entire person. He noted NGW’s many extras, including that part-time associates receive health insurance. “(Bill) once told me, ‘It is as important to me as it is to you that you are there for your family when they need you, and I never want you to miss anything important because of work,” re-

called Wolfe, property manager.

“I learn new things all the time at work and have grown a lot since I started working here.”

NGW’s flexibility also helps associates who are going to college, said Jacob Johnson.

“It is a great company to work for if you are trying to progress your career and build on your skills,” Johnson said.

“The associates are given challenges, rewards and props consistently.”

Leaders regularly ask employees for input on what’s needed and act on the advice. Input with a long-range focus is taken to leaders retreats, which Bradford hosts twice per year.

“We brainstorm around culture and the workplace as a whole and often come up with new ideas to make work more fun and engaging,” Bradford said.

Although associates work at 12 locations in Iowa and Illinois, managers ensure everyone feels connected, said Balvanz.

“We are so tight and interact almost daily,” she said. “If you have done something well, they make sure that everyone knows what you did. ... You will get calls and emails throughout the day from management, from Bill himself and other stores congratulating you.”

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EMPLOYERS OF CHOICE

Employees feel valued, respected at PDCM KARRIS GOLDEN

newsroom@wcfcourier.com‌

‌WATERLOO — In less than one year working for PDCM Insurance, Paige Thompson regularly finds herself feeling grateful.

“I’ve had the opportunity to be part of a company that not only truly cares about their employees but also truly cares about their clients, employees’ families and friends and the community as a whole,” she said.

“They celebrate each and every success, big or small. They provide generous benefits that value your well-being, taking time off to be with your loved ones and volunteering in the community.”

Thompson’s experience is exactly what PDCM strives for, said President Chris Fereday. He believes people enjoy working at PDCM because the company goes to great lengths to ensure people feel valued and respected.

“This is a company that gives back and pays forward,” he added. “It’s second nature to our team.”

In recent years, PDCM senior managers have spent significant time reflecting on corporate values and determining how to best exemplify them, said Fereday.

The result has been renewed focus on ensuring the company delivers quality service and support to customers and employees.

One result is the company’s “Icon Project,” said John Monaghan, partner. PDCM identified guiding principles and accompanying icons to help reinforce the concept.

One icon is “trust,” symbolized by the image of a tandem parachute jump. The intention of this icon is to remind employees to anticipate and fulfill customer needs, said Monaghan.

“In essence, when a customer calls us because they’re in a freefall, the icon conveys that we’re that tandem para-

BRANDON POLLOCK, COURIER STAFF PHOTOGRAPHER‌

Hard work and commitment are expected at PDCM Insurance, but the company makes it clear family comes first. chute instructor. The customer can attach themselves to us and have a soft landing,” Monaghan explained.

When an employee exemplifies the “trust” icon, he or she will be rewarded in some way and publicly recognized among other employees.

Other icons include “empathy” to remind employees to put themselves in the customers’ shoes; “rainbow” to convey positivity; and two hands holding a “heart,” to express staff support.

Lynette Sugden appreciates that PDCM takes great care in providing a strong support system for staff and clients. And like Thompson, she was grateful to work at such a place when she was a new employee six years ago.

Sugden was pregnant when she joined PDCM and welcomed her second child in November 2010.

“We thought our daughter was a healthy baby but learned three months later that she was born with a heart defect no one knew about,” she recalled.

Her daughter had emergency surgery Feb. 14, 2011.

“PDCM allowed me to take the time with my family, and never once did I feel that I would not have a job when I returned,” Sugden said.

She’d been there less than a year and marveled at the company’s willingness to adapt to her needs. This included allowing her to work from home during her daughter’s four-week recovery.

Fereday is proud of PDCM’s flexible work environment, which he said allows employees to “put daily personal commitments on par with those of the job.”

It’s the right thing for clients and team members, he added.

“PDCM Insurance is an innovative, inclusive and caring place to work,” said Liz DeJoode.

“When I came here three years ago, I quickly realized it wasn’t like all employers. The leadership team genuinely made efforts to make sure I knew that while hard work and commitment are expected, the family comes first.”

PDCM’s mindfulness impressed Kim Krizek, now COO, prior to joining the team a year ago. In particular, the company’s values statement hit home.

“It was plain language, free of ‘corporate speak,’” she recalled.

“When a business talks in a way that speaks to how you live your own life — when there’s that honesty — you can trust your honesty will be well received.”

Sunday, September 4, 2016 | 13

PDCM Insurance Address: 3022 Airport Blvd., Waterloo Phone: (319) 234-8888 Website: www.PDCM.com Employees: 60 Business focus: customized insurance plans for individuals

and businesses through use of trademarked Risk Reduction Approach Leads the field in: experienced, engaged insurance professionals who serve clients and the community

14 | Sunday, September 4, 2016

EMPLOYERS OF CHOICE

Recognition is common practice at UnityPoint Health-Allen Hospital KARRIS GOLDEN

UnityPoint Health-Allen Hospital Address: 1825 Logan Ave., Waterloo Phone: (319) 235-3180 Website: www.UnityPoint.org/waterloo Employees: 2,100 Business focus: 204-bed, not-for-profit, community hospital

with more than two dozen medical and clinical specialties and services Leads the field in: caring for more inpatients, outpatients, emergency patients and cardiac patients than any other hospital in its 10-county service area

newsroom@wcfcourier.com‌

‌WATERLOO — The mission and vision of UnityPoint Health -Allen Hospital is simple.

The facility, known locally as Allen Hospital, wants to improve the health of people and communities in its 10-county service area, providing the best outcome for every patient, every time.

That can be a challenge, because the health care industry is in the midst of its biggest-ever transformational period, said UPH-Allen CEO Pam Delagardelle.

“We’re working across multiple expressions of the healthcare experience to provide high quality care that’s quicker than ever,” she explained. “There’s an inner energy here — a positivity that’s palpable.”

Employees agree.

Brenda Lewis recently celebrated 20 years of employment at Allen. She considers it an honor to work with dedicated, passionate people.

“From the lowest pay grade to the highest, we are not treated as ‘just an employee,’” she said.

“We truly strive as a team for the best outcome for every patient every time. The patients and employees have defined me and made me a much better person.”

Delagardelle is “humbled and pleased” staff feel connected, valued and supported.

“Leaders want to lead. Doctors want to practice. Staff want to advance in their careers. Patients must have their care,” she explained. “To provide those things, we must remove barriers, create autonomy and decision-making authority and provide staff development opportunities.”

Steven Cusher believes the hospital fosters a family atmosphere where managers provide good feedback and make employees feel informed and included.

“Our leadership is quite transparent when it comes to the overall goals,” he added. “They have quarterly face-to-face commu-

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Personal solutions COURTESY PHOTO‌

UnityPoint Health—Allen Hospital prides itself on employee community engagement. nication with all the associates on what is going on and what our goals are. No matter where you stand in the organization, there are opportunities for recognition.”

This includes senior managers doing quarterly rounds, which take them to each department.

These visits allow them to get direct feedback from employees and view how services are delivered. Employees also have monthly “one-on-one rounding,” where they meet with managers to determine things that might get in the way of doing their best work.

Handwritten thank-you notes also are common, along with recognition lunches. Both practices allow managers to model the organization’s core values, said Delagardelle.

UPH-Allen recently sent employees to a UnityPoint Health affiliate meeting to identify ways to ensure the entire organization follows its core values. This would allow employees to deliver a consistent patient experience across the entire organization.

The group created the acronym FOCUS. It stands for F-foster unity; O-own the moment; C-champion excellence; U-unity begins with you; and S-seize opportunities.

“They did a great job identify-

ing standards,” said UPH-Allen employee Kimberly Lodge. “We are in the process of rolling out the values. … Our leadership team has laid out their vision and have empowered associates to be their best.”

FOCUS exemplifies her nearly 35 years at Allen, said Lodge, and reflects the many ups and downs she’s seen in the healthcare industry.

“We have our eyes on the horizon and boots on the ground, getting things done,” she said. “(We are) making this community and neighboring ones shine.”

To that end, UPH-Allen augments compensation and traditional employee benefits by financing career advancement, said Delagardelle. There are multiple opportunities, as a healthcare organization “provides millions of different kinds of jobs … that reflect the diverse population we’re caring for.”

This includes a blend of support for formal educational and professional development.

“In our workplace culture, patient outcomes are the top priority,” Delagardelle explained. “We emphasize that if we are having a good time at work and having fun, patients feel and know it.

It’s the concept of ‘so cared for, so able to care for others.’”

Business solutions Wealth ManageMent Thank you to our employees for making us a top Employer of Choice in the Cedar Valley!

WATERLOO IOWA

Downtown 422 Commercial Street, Waterloo, IA 50701 Phone: 319.291.2000 | Fax: 319.291.6760 Kimball 11 Tower Park Drive, Waterloo, IA 50701 Phone: 319.235.6709 | Fax: 319.236.1871

CEDAR FALLS IOWA

Downtown 312 W. 1st Street, Cedar Falls, IA 50613 Phone: 319.273.8917 | Fax: 319.273.8918

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EMPLOYERS OF CHOICE

Sunday, September 4, 2016 | 15

Employee ideas are key to success at WHC KARRIS GOLDEN

newsroom@wcfcourier.com‌

‌ AVERLY — Residents of W this Bremer County community value Waverly Health Center as a hidden treasure.

Employees do, too. They appreciate working at a health care facility that directly serves their friends, families and neighbors.

“There’s a real sense of community here,” said Angie Tye, director of human resources.

“Waverly Health Center is small enough that (employees) know each other. Yet in the corporate sense, we’re big enough to provide competitive benefits and policies.”

Tye believes the fact that 200 people volunteer at WHC further demonstrates how much citizens value their local hospital and its staff.

“We have so many different specialists here, which makes it nice,” said employee Virginia Sickles. “The older people especially like this, so they don’t have to go to Waterloo for their appointments.”

Tara Hensley agrees. While the goal is to be “patient-centered,” she believes the reality is a generally “people-centered” environment.

“Staff, administration and the community of people that make up WHC as a whole ... support you to become a better person,” she said.

Ensuring employees feel nurtured and supported is key to the employee experience, said CEO Jim Atty.

“The common thread in employee feedback is the feeling that the administration cares about the environment we’re putting employees in,” he said.

That encompasses everything from actual workspace to providing regular and substantial opportunities for staff to develop personally and professional, Atty added.

“As a long-term employee, I can safely say WHC invests in its workforce,” said Terrie Thurm, a registered nurse practitioner

about after employees identified a gap.

“Our nursing staff noticed that there are certain individuals they can’t do their jobs without Address: 312 Ninth St. SW, — those who provide ancillary Waverly services,” Atty explained.

Phone: (319) 352-4120 WHC has found other unique

Website: www.Waverlyways to pat employees on the HealthCenter.org back. There is a community garden in which employees can Employees: 460 full and work. The produce is used in the part time cafeteria and for patient meals.

Business focus: offer local The facility also boasts a medhealth care and services itation room, walking path and that emphasize quality and the “We Help” fitness program. convenience There also is an on-site spa, COURTESY PHOTO‌

Leads the field in: inTye noted.

Jo Welter, an emergency medical technician with the Waverly Health cluding a personal touch, “There are discounts for emCenter ambulance team, shakes hands with Brody, one of the facility’s with the motto “We’re big ployees,” she said.

“Several emanimal visitation volunteers. enough to care for you but ployees take advantage of that and certified menopause practi- publicly honored. and will set up a massage or ansmall enough to care about tioner. “Patient care is always at The “Friend of Nursing” is other spa treatment for the end you.” the top of every agenda, as is how an innovative honor that came of the work day.” we as employees can impact our patient’s health and well-being.”

Ongoing education is offered through WHC’s “Emerging Leaders” program, noted Jennie Waller.

Next Generation Wireless looks to hire talented, passionate “This education is offered not only to managers but also people who are willing to jump in and try new things. to other more informal leaders within the organization,” she said. “They provide opportunities for employees and encourage them to learn new skills and grow within the organization.”

Especially popular among employees is WHC’s “DO IT” process.

“You put ideas on a board — any ideas,” Tye explained.

Community Focused Passion “These items are regularly adWe believe in giving back to the communities Our associates are passionate about what they dressed at meetings, and it’s we work and live in through volunteer efforts. do and it shows in every customer interaction. built into the meeting process.

Annually we donate more than 2,500 hours to Employees who use the process local charities.

Recognition get credit for it in their perforWho doesn’t want it. At Next Generation Wireless Advancement hard work, dedication and solid performance mance reviews.”

We believe in promoting within. doesn’t go unnoticed.

Acknowledgement of good work has been essential, said Tye. Sending a “wave” allows employees to send electronic messages acknowledging and thanking each other for exemplary actions. “Spotlight on Values” is a more formal program in Cedar Falls Waterloo Waverly which employees are nominated 6301 University Ave. 1513 Flammang Dr. 1810 4th St. SW for stellar service. These honors 319-266-2500 319-226-3500 319-352-6200 NGW678 are reviewed, and a small group votes on recipients, who are

Waverly Health Center

Why work here?

EMPLOYERS OF CHOICE

16 | Sunday, September 4, 2016

SPECIAL SECTION

Western Home gives workers opportunities to grow KARRIS GOLDEN

Western Home Communities

newsroom@wcfcourier.com‌

CEDAR FALLS — Briana ‌ Hilmer believes the ideal employer blends mission, service, collaboration and quality. She found that mix at Western Home Communities.

“We encourage people to do what we love,” she explained.

“We promote providing the best care possible to the amazing people who live here.”

To stay that course and ensure employees are engaged and empowered, WHC’s senior leadership relies on regular feedback. This includes an annual, anonymous employee satisfaction survey.

“We’re looking for information on what we can do better in our field, particularly as it relates to keeping the work-life balance in line,” said CEO Kris Hansen.

In reviewing the results, Hansen looks for ways to bolster

Address: 420 E. 11th St., Cedar Falls Phone: (319) 277-2141 Website: www.WesternHomeCommuni-

ties.org

Employees: 750 Business focus: long-term care and COURTESY PHOTO‌

S​ outh Cottage coordinator Erica Rath takes resident Julia O’Brien for a ride in the quadricycle. strengths and address issues.

“We want to engage employees in a way that helps us identify needs and implement solutions,” he said. “The focus is on communication, which is easier said than done. It’s important, because these employees are working at the closest level with residents, patients and clients.”

independent residential retirement community living Leads the field in: innovative, individualized care for those living with dementia

Employee recognition is vital, and Hilmer believes WHC excels in that area.

“The CEO, COO and directors send employees handwritten birthday cards,” she said. “Employee anniversaries are recognized and celebrated. ... WHC treats employees and residents/ tenants like family.”

Another way WHC has fostered communication is through an emphasis on process improvement, said Hansen. This has created opportunities for employees at all levels to collaborate and find ways to identify and resolve issues.

“One of our goals is to make sure we can have fun; there are

a lot of very stressful situations because of what we do,” he explained. “Often, it’s about slowing down and having those necessary interactions.”

To address the shortage of health care workers, WHC started an in-house training class and pays students while they attend. There also are financial incentives for new and existing employees.

WHC also provides a variety of ongoing training to help all members of staff deal with issues common to working in eldercare.

The need for such tools extends to all employees, not just those in regular contact with residents.

“I appreciate having a goodhearted leadership team that rewards smart, hard-working employees’ effort to grow with and in the organization,” said employee Ashley Cunningham.

Our vision at Western ern Home Communities:

life fulfilled..

Our mission is to create fulfilling lifestyles for those we serve, their families and our employees.

The Employer of Choice honor belongs to all those who live that mission every day, creating a culture that has propelled us forward for 104 years.

www.WesternHomeCommunities.org