GHN Architects/Engineers offers its 15 employees traditional benefits, including a 401(k) plan, profit sharing, 20 paid days off per year, 100 percent coverage of health insurance premiums for full-time employees and a portion of health insurance costs for dependents. More than 90 percent of GHN’s workforce currently takes advantage of tuition reimbursement for work-related continuing education opportunities, and a mentoring program is available. All employees are eligible for bonuses. In addition, GHN employees took two company-sponsored trips in 2012 to view new buildings, and the company provides on-site lunch-and-learn opportunities monthly.
What do you find makes your business a desirable place to work? “Undoubtedly, it is our co-workers. Integrity and honesty are common values of the whole GHN team, which makes it a safe and rewarding work environment. We have a common sense of family-oriented priorities, and understand our careers are just a part of our lives. We believe that if our lives are in balance overall, we will better serve others at work.”
What tools does the company use to recruit and retain staff?“Our most successful recruiting has been a result of our personal networks and personal referrals. Our benefits packages are useful tools to help prospective team members make a decision to join us. We are also sure to mention our previous recognition as a Springfield Business Journal Choice Employer in the area.
“For employees, we facilitate continuous education opportunities for professional growth, personal autonomy when doing one’s job, and the flexibility that comes with being able to make your own determination of how to best keep the customer’s priorities first.”
What innovative ways have you developed to reward employees?“In the past year, we have twice brought in a massage therapist for the whole staff, taken two road trips to significant architectural sites and, of course, have given year-end bonuses.”
What is the most celebrated benefit/perk among your staff?“The flexibility of being able to manage your own working schedule and to take compensation time to best balance our home—work lives. However, some might argue the Monday morning cookie platter ranks right up there.”
To what extent does the company share its financials with the staff?“The business manager has an open-door policy, and most financial information is available for review by the staff upon request, except individual compensation or other private information about individual employees.”
What methods does the company have in place to solicit employee input? “Our regular pattern of weekly staff meetings is casual, relaxed and has become a great vehicle for anyone to address concerns or offer suggestions for change in our approach. We also discuss best practices at our monthly luncheons.”
Work vs. life – how does your company help employees strike a balance between the two?“We are encouraged to adjust our individual schedules as required to maintain a good work/life balance. Compensation time or vacation days can be used in a variety of ways. Medical time can be used to take family members to the doctor, as well as personal illnesses. Our policies encourage staff to use all their vacation and compensation time to take healthy breaks from work.”
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