April 2021 Direct Selling News Best Place to Work

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DSN DIRECT SELLING NEWS

Best Places to Work

IN DIREC T SELLING 2021

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DIRECT SELLING NEWS

FOUNDER AND CEO

Stuart P. Johnson M ANAGING EDITOR

Patricia White pwhite@directsellingnews.com

CONTENTS 4 Story of the 2021 Best Places to Work

SENIOR ART DIREC TOR

Susan Douglass

6 Nu Skin

PRODUCTION M ANAGER

Virginia Le BUSINESS DEVELOPMENT M ANAGER

Jerilyn Taylor advertising@directsellingnews.com TO SUBSCRIBE:

subscribe@directsellingnews.com

8 Jeunesse 10 LifeVantage 12 Xyngular 14 Plexus Worldwide

TO SUBMIT PRESS RELE ASES:

pr@directsellingnews.com

16 USANA 18 MONAT 20 Scentsy 22 Modere

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Join the Direct Selling News Community @directsellingnews

@DSNUpdate

Join our LinkedIn Group

24 Noonday Collection 26 SeneGence 28 The Happy Co.

Serving the Direct Selling and Network Marketing Executive Since 2004 A SUCCESS Partners Company

30 Neora 32 Best Places to Work FAQs

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THE BEST PLACES TO WORK IN DIRECT SELLING 2021 HONOREES!

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ONGRATULATIONS to all of our 2021 Best Places to Work in Direct Selling Honorees!

6 -T I M E W I N N E R Nu Skin

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5 -T I M E W I N N E R S Jeunesse Global

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LifeVantage Corporation

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Each company above is profiled in this supplement, with employees and executives sharing why they believe their company is a Best Place to Work in Direct Selling. All profiles are based on questions presented by DSN to companies. Quantum Workplace, our third-party vendor, conducted the research and compiled the results for this program (please see page 32 for more information about Quantum and the contest). The Best Places to Work in Direct Selling contest was designed by Direct Selling News with several goals in mind:

Xyngular

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To spotlight the channel as a positive job-creating engine

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To recognize and honor companies that have created

4 -T I M E W I N N E R S Plexus Worldwide

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positive work environments and become employers of choice

USANA

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3 -T I M E W I N N E R S MONAT

To identify and share best practices with the wider direct

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selling community

Scentsy, Inc.

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2 -T I M E W I N N E R S MODERE

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Noonday Collection

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SeneGence

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FIRST TIME WINNERS The Happy Co.

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Neora

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To provide valuable feedback and data to participating companies that will assist them in measuring levels of employee satisfaction and engagement

We all know that direct selling is a people business. Measuring field engagement is critical to any company’s success, and consistently delivering on that is a hallmark of the channel. But the field is only part of the people equation. Best Places to Work in Direct Selling celebrates the important role companies play as employers in the marketplace and highlights those companies that are setting the bar for establishing and nurturing work experiences and environments that bring out the very best in people.


Our 2021 contest was open to direct selling companies with at least 40 fulltime employees based in North America. Any employer or employee could have nominated their company during the open period last fall, which ended on October 25, 2020. Each nomination included a contact person who received all of the communications from Quantum. After the nomination period ended, Quantum sent out an official invitation to each company to begin the survey process. Employees were invited to complete an anonymous and confidential survey. A certain percentage of employees at each company, based on size, had to complete the survey in order for the company to reach the threshold to be included. After the survey period was over, the team at Quantum calculated the responses to determine overall scoring and ranking. Only companies who met the threshold determined by Quantum as the baseline for a Best Places to Work environment were announced as Honorees for 2021.

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WINNER

NU SKIN COMPANY

/ Nu Skin

HEADQUARTERS

/ Provo, Utah

NUMBER OF EMPLOYEES YEAR FOUNDED

/ 4300+

/ 1984

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HAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

In one word—consistency. Since day one, Nu Skin has focused on being a force for good. This flows into everything we do, from the culture we work to create with our employees to the product we build to the giving back efforts. It’s simple and something every employee identifies with and gets behind.

HOW DOES YOUR COMPANY BRING THE SAME REDCARPET TREATMENT TO YOUR EMPLOYEES THAT YOU GIVE TO YOUR DISTRIBUTORS?

Nu Skin strives to foster a happy and safe work environment, and it shows the variety of things they do as a company for their employees. One of my favorite things that Nu Skin does is their Force for Good Day. Their strong desire as a company to do service and show up for the community is something that continues to impress me. ­— CAROL GARC IA / G lobal Packaging Project Coordinator

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At Nu Skin, providing our customers with the best possible experience is one of our top business strategies, and part of that customer base is our employees. To do this, we distribute quarterly surveys as a regularly cadenced touchpoint with how our employees feel and see the areas they feel empowered in and areas where the company can improve. We also developed a set of principles that define our culture of both who we are today and who we strive to become. Each principle serves as a guide to help us become the best we can be. HOW WOULD YOU DEFINE YOUR COMPANY, AND WHAT ARE THE KEYWORDS THAT DESCRIBE YOUR CULTURE?

The Nu Skin Way embodies Nu Skin as a whole. It’s a description of our culture, both who we are today and who we need to become. The eight principles describe how we aspire to act and clearly defines how we can be the best we can be. The first principle states we are ethical and honest. We act with integrity as individuals and as an organization. We are optimistic, compassionate, and fun. We seek to improve the lives of everyone who touches our business. We initiate and invest in sustainable solutions for our planet. We generously give back to improve individual lives, our communities, and our world.


WHAT IS YOUR TOP PRIORITY WHEN IT COMES TO MAINTAINING A GREAT WORK ENVIRONMENT?

WHAT IS SOMETHING THAT HELPED YOUR COMPANY PIVOT AND SHOW RESILIENCE IN 2020?

Surrounding our employees with a sense of empowerment is a top priority. Nu Skin empowers its employees to strive for excellence in all that they do, both professionally and personally, through a growth and abundance mindset. We all, at every level, learn from our successes and failures, but more importantly, celebrate our wins.

One of the reasons Nu Skin had such a successful year in 2020 was the clarity of purpose. Nu Skin leadership clearly outlined priorities for everyone to work towards, a set of 6 business drivers crafted to help us focus on the most critical work to meet all of our customers’ needs and align us further to our Mission and Vision. In addition, when we transitioned to working remotely in March of 2020, employees working from home were able to define their own flexible work schedules to times that work best for their daily lives. We found that they are more engaged with their work and the company as a result. n

HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

Nu Skin utilizes a global performance and development platform called Nu You. On this platform, employees can find trainings, tools, and courses on a wide variety of both personal and professional topics at any time of day from anywhere in the world. When you are part of the Nu Skin family, we put a big emphasis on both the professional and personal growth of our employees. It’s essential to clearly outline career paths from the top-down and help team members achieve their professional goals through frequent one-on-ones, department meetings, skillset development workshops, and more. Not only that, but we strive to connect on a personal level by caring about one another’s personal lives and equipping them with resources when they may need them.

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WINNER

JEUNESSE COMPANY

/ Jeunesse Global

HEADQUARTERS

/ Lake Mary, Florida

NUMBER OF FULL-TIME EMPLOYEES YEAR FOUNDED

/ 775

/ 2009

Jeunesse has been my home and family away from home since its inception, and I continue to be excited about our daily adventures! What I love most about working for Jeunesse is the team atmosphere—we are always willing to jump in and help one another get things done, knowing that when one succeeds, we all succeed, which is our main goal for all of those that depend on us. ­— B RIAN TRU STMAN / S EN I O R D I R ECTO R O F M A R KETI N G O P ER ATI O N S

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HAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

In a word, family makes Jeunesse one of the best places to work in direct selling. Each day, our incredible family of employees gathers in Jeunesse offices worldwide, all united with a common purpose to make a positive impact in the world. We are so grateful for this family that works hard, meets challenges head-on, collaborates to create amazing work, stands alongside us as we celebrate success, and then enthusiastically does it all again to bring Jeunesse to the next level. Our employees are invested in our mission and know that they are making a difference. This unity and sense of purpose has defined our corporate culture for the past 11 years and continues to help make Jeunesse an incredible place where we are proud to work.

HOW DOES YOUR COMPANY BRING THE SAME REDCARPET TREATMENT TO YOUR EMPLOYEES THAT YOU GIVE TO YOUR DISTRIBUTORS?

Normally, we roll out the red carpet for our employees at our corporate offices around the world—from the four-story, 70,000-square-foot World Headquarters building in Florida to the Jeunesse Tokyo office featuring a Jeunesse Kids™ vending machine that supports the company’s nonprofit foundation. We have always strived to create a home away from home atmosphere for our employees with on-site amenities such as a state-of-the-art fitness center, Jeunesse Café and lounge areas, as well as employee appreciation events. Since our employees have been working from their actual homes for most of the year, we have brought some of those amenities to them through virtual personal development meetings, twiceweekly live streaming yoga classes, exciting contests and recognition. We are looking forward to welcoming our employees back to our HQ office this spring.


HOW WOULD YOU DEFINE YOUR COMPANY, AND WHAT ARE THE KEYWORDS THAT DESCRIBE YOUR CULTURE?

Jeunesse seeks to make a positive impact in the world by helping people look and feel young while empowering each other to unleash their potential. We do this through our products, opportunities, employees, Distributors, and Jeunesse Kids, our nonprofit foundation. Central to this mission is the concept that we are “One Team. One Family. One Jeunesse.” and that we collectively achieve success when we strive to serve others by leading with servants’ hearts. We embrace a Generation Young culture that values youthfulness, vibrancy, and a zest for living life to the fullest—at every age. WHAT IS YOUR TOP PRIORITY WHEN IT COMES TO MAINTAINING A GREAT WORK ENVIRONMENT?

Our top priority in maintaining a great work experience is to ensure every employee feels valued, included and appreciated. At Jeunesse, our employees have the opportunity to share their ideas and vast experiences. We accomplish this by promoting a healthy work-life balance, fostering a family-oriented environment, providing effective and professional leadership, and creating global employee engagement initiatives worldwide. Each month, we host a global initiative to promote engagement and deepen our understanding of the value of cultural diversity in our corporate offices. HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

From the moment our employees are interviewed, we identify the traits that align with the Jeunesse values, mission and culture. Team spirit, active listening skills, patience, empathy and a positive attitude are the main attributes we look for and foster in our company. We want all of our employees to succeed in their area of work. They are coached and mentored by experts in their department. We work with our employees to help shape them to become the best in our industry.

In 2020, we focused on helping our employees transition and adjust to a remote work environment and continued to support their health and wellness. We launched the Swarovski Work from Home Challenge, where employees earned prizes embellished with the famous crystals based on photo submissions of their creative homebased workspaces. We also pivoted our J-Meet personal development meetings to a virtual setting, created virtual workout sessions with our Director of Fitness, and maintained online live-streaming yoga classes twice a week. To inspire and encourage one another, we have created the Jeunesse Family Vision Board. Employees have contributed content to the Jeunesse Family Circle website representing their hopes, dreams and goals for 2021. Throughout the year, employees share content and encourage one another in this closed group setting. WHAT IS SOMETHING THAT HELPED YOUR COMPANY PIVOT AND SHOW RESILIENCE IN 2020?

With nearly 800 employees working in offices, moving this global staff to a secure, remote environment was one of the most significant pivots. An increase in corporate communications to all employees helped to optimize team morale and ensure employees felt connected while working in remote locations. We even implemented virtual fitness and yoga classes to continue to support the health and wellness of our employees. In addition to keeping remote employees safe, Jeunesse implemented increased safety precautions for those working in areas where remote work was not possible, such as in Distribution Centers. Procedures implemented to reduce the spread of COVID-19 include purchasing thermal scanners for temperature checks, introducing new self-certification technology (for contact tracing considerations), social distancing guidelines, and maskwearing at all times. n

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LIFEVANTAGE COMPANY

/ LifeVantage Corporation

HEADQUARTERS

/ Sandy, Utah

NUMBER OF FULL-TIME EMPLOYEES YEAR FOUNDED

/ 195

/ 2009

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HAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

LifeVantage isn’t a family business, but there is a family feel and undercurrent that pervades all levels of our company, and that are manifested in many ways. We don’t just esteem each other as co-workers, but also as friends and an extension of family. When that’s the case, amazing things happen in the workplace.

HOW DOES YOUR COMPANY BRING THE SAME REDCARPET TREATMENT TO YOUR EMPLOYEES THAT YOU GIVE TO YOUR DISTRIBUTORS?

I Love working for LifeVantage!! I love that LifeVantage makes me feel valued. If I have a problem or a concern, I always feel like someone is willing to listen. I always feel like my opinion is valued and considered. I love the people at LifeVantage; I’ve made some of the most amazing friends here and it really feels like a big family. ­— QIANA MARTI N EZ / R ES E A R C H & D EV ELO P M ENT C O O R D I N ATO R

We view them not just as employees but as people first and foremost. As a company, we’re only as good as our people. A key part of that is understanding that our people have lives and priorities outside of the workplace. Not only do we understand that, but we put our money where our mouth is. We don’t just talk about work-life balance—it’s inherent in our company. We have an unlimited PTO policy. We have a generous benefits program that employees are eligible for on day 1 of employment and that we strive to improve every year. We offer a discounted employee stock purchase plan. Each month, employees receive an allotment of free product for their families. As a jerseyfront sponsor of Major League Soccer’s Real Salt Lake, our employees and their families have the opportunity to attend professional soccer matches. As we invest in our people and their families, we become stronger as a company. HOW WOULD YOU DEFINE YOUR COMPANY, AND WHAT ARE THE KEYWORDS THAT DESCRIBE YOUR CULTURE?

We work hard because we are making a difference in the lives of our distributors, customers and communities. We are also forging a new and different path in our industry—one we are proud of. We care. We believe that people matter. And we’re passionate about making a difference in their lives—

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both internally and externally. As a health and wellness company, that’s why we’re in business. But it goes beyond health and wellness. We’re a global company with a global investment. We also focused on giving during this year of uncertainty by partnering with our local food bank to distribute hand sanitizer and partnering with a local refugee organization to help those who may need an extra hand. Our employees and distributors feel strongly about helping others. We believe in leaving people and places better than how we found them. And it’s one of the reasons people love working at LifeVantage. WHAT IS YOUR TOP PRIORITY WHEN IT COMES TO MAINTAINING A GREAT WORK ENVIRONMENT?

Transparency. As a publicly held company, transparency comes with the territory at a certain level, but it’s also one of the hallmarks of our company. One of our mantras is we shoot each other straight. We question the status quo. This year more than others, we found it important to keep in touch frequently with our employees, even if the message is sometimes—we are doing this for now, but will continue monitoring the situation. This has been essential as we moved several in-person events to virtual events, which impacts the way almost every employee performs their work.

WHAT IS SOMETHING THAT HELPED YOUR COMPANY PIVOT AND SHOW RESILIENCE IN 2020?

With the rise of COVID-19 at the beginning of 2020, LifeVantage’s immediate action was quicker than most. While simultaneously relocating their entire global workforce to be based in a work-from-home (WFH) format, the company knew they could do more in community outreach. In partnering with the Utah Food Bank—LifeVantage was among the first to donate hand sanitizer to those in need. At the behest of the CEO, an associated co-packer based in Salt Lake City, UT, began work on the production of over 10,000 units of a sanitizer. Making as much as possible, LifeVantage then donated all 10,000 bottles (each a 4 oz. bottle—40,000 oz. in total) to the Utah Food Bank. While this was important, we also needed to find new ways to engage and motivate our employees. We were able to leverage the good relationships our employees enjoy with their supervisors and transparency across the organization to keep everyone focused, motivated, and feeling safe. n

HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

LifeVantage is committed to not only our employees’ professional development but to their personal development as well. We recently started offering all our employees a membership to LinkedIn Learning. Because we value our employees as talented people, we want to help them progress. When we have openings, we look at our own talent first. We love providing opportunities for growth to our very own team. w w w. d i r e c t s e l l i n g n e w s . c o m   1 1


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XYNGULAR COMPANY

/ Xyngular

HEADQUARTERS

/ Lehi, Utah

NUMBER OF FULL-TIME EMPLOYEES YEAR FOUNDED

/ 130

/ 2009

I love working at Xyngular because they let every employee in the door with a full bank of trust. You are trusted to manage yourself and your schedule as you need to complete your work. This trust permeates everything else the company believes in, including its six core values. Xyngular embraces them every day, during every company meeting, and even during extracurricular activities the company hosts (hiking days, anyone?). The company also treats everyone very fairly and encourages internal growth. In my short time here, I’ve seen no less than five different people in various parts of the company be transferred into a role that requires a totally different skillset or more responsibility. If you want to work for a company that takes your career growth as seriously as you do and treats you fairly with full trust to do your job well, come work at Xyngular! ­— J D CARGI LE / S EN I O R M A N A G ER O F EN G I N EER I N G

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HAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

Something that makes Xyngular the best place to work in direct selling is our voice. We understand that it is not our job to tell people their lives could be better— everyone knows that! We simply offer a spark, then fan the flames. The fuel is simply the natural, blossoming confidence of each distributor that causes real, lasting change. We support and cheer, but they are behind the wheel. People know they could start their own business. People know they can feel good about how they look. We’re just a mirror reflecting how great they are becoming. We don’t push people to make these changes, and we don’t tout an “ideal image” of how people should look. You won’t find any beforeand-after images associated with our products—only before-and-becoming! We know happy, successful, healthy, and empowered looks and means different things for many people. We offer tools, support, community, and a wide variety of products to help accomplish any number of goals!

HOW DOES YOUR COMPANY BRING THE SAME REDCARPET TREATMENT TO YOUR EMPLOYEES THAT YOU GIVE TO YOUR DISTRIBUTORS?

In our company, we have something we call “WOW Service.” This term encompasses not only how we interact with the field of distributors but also a program in which members of our company who share a personal interaction with field members can follow up with a card, message, or gift afterward. Now, this is no small endeavor as, on average, each of our 60+ member service agents sent 6-10 WOW gifts a month. Hundreds of these gifts go out to distributors and strengthen our connection to them, especially during these difficult times. But we also believe in giving “WOW Service” or WOW experiences to our employees internally. Throughout 2020 we were able to host socially distant events like Drive-In moves, Top Golf, outdoor Holiday light displays, and drive-thru dinner for their family at the office. But the list doesn’t stop there! We also found ways to do


virtual 5ks, wellness challenges, outdoor summer ski resort activities like the alpine slide, raffles, Holiday and Halloween parties via Zoom, and much more! We are sending personalized packages and swag to their door every few months, as well as Doordash gift cards in their inbox, and scheduled activities to gather on their Zoom. We believe in fostering connections internally as much as we do externally. And we put our money where our mouth is when it comes to carrying out that goal and getting creative on how we can do that in pandemics and beyond! HOW WOULD YOU DEFINE YOUR COMPANY, AND WHAT ARE THE KEYWORDS THAT DESCRIBE YOUR CULTURE?

We have six core values meticulously chosen by our leaders and earnestly lived by each of our employees. Xyngular’s Core Values include Excellence, Completion, Ownership, No-Egoness, Clarity, and Courage. You won’t find these words on a wall anywhere in our office. But we guarantee every employee could name them to you and often call them out in communications and meetings. We live with intentionality and are proud to be part of the direct sales industry. WHAT IS YOUR TOP PRIORITY WHEN IT COMES TO MAINTAINING A GREAT WORK ENVIRONMENT?

One of our top priorities is to provide tools employees need in their job and helping them be successful—no matter the environment. With our workforce going 90100 percent work from home this year, our environments changed drastically. We put a lot of effort into getting employees what they need at home by working with IT to send our company equipment home for employees and also giving employees a $250 stipend to spend on any needs they may have to create a comfortable work environment at home. Additionally, we realized the importance of fostering a positive virtual environment that mirrors the culture, safety, and comradery of the physical environment our company has. We encourage and facilitated employees to connect virtually. We have had to get creative this past year in how we maintain a great work environment and culture!

HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

In 2020, one of our main company priorities has been Grow Our People. Employee development has been at the forefront of our conversations. We have invested increased time in training our managers on how to better lead and support their employees—whether that is in their mental health or in what skills they wish to develop. We also have a program we call League of Leaders. In League of Leaders, employees from any level or department in the company join a sort of book club where we read books that relate closely to our foundational principles and discuss current roadblocks in the company together. It works as not only a great avenue for employee development but also increases networking opportunities in the company and company comradery. We know that sustainable growth happens over time and that it may vary from person to person. With that in mind, a major focus for us right now is laying out personal growth plans companywide so we can help employees develop where they want to go and get them the resources they need to learn. WHAT IS SOMETHING THAT HELPED YOUR COMPANY PIVOT AND SHOW RESILIENCE IN 2020?

We are a very frugal company, thanks to the careful planning of our Finance department, making layoffs or salary cuts unnecessary in 2020. However, instead of planning on a trimester basis, we switched to planning on a 6-week basis to better handle changing circumstances, our director and above level employees met weekly to discuss the emergency needs of the company once the pandemic began and we changed our monthly companywide meetings to be weekly in a virtual setting. We did this to keep all employees in the know about how our company was doing financially and systematically in our operations. This also created increased clarity and confidence in the company as a whole. We also communicated to every employee that they were an asset not to be lost and discussed the opportunity that this peculiar time would be to “sharpen our saws” and get more agile with how we work. n w w w. d i r e c t s e l l i n g n e w s . c o m   1 3


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WINNER

PLEXUS WORLDWIDE COMPANY

HEADQUARTERS

/ Scottsdale, AZ

NUMBER OF FULL-TIME EMPLOYEES YEAR FOUNDED

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HAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

/ Plexus Worldwide / 404

/ 2008

The one thing I love is the opportunities to grow and expand my career at Plexus. I was part of the warehouse team when I started about nine years ago. Over the years, I worked my way through eventually, landing in IT. I was encouraged to venture into new areas of the business and had the full support of my leader. At Plexus, everyone is willing to listen because we’re all one team ­— PH I LL MOLANGI / B U S I N ES S SYSTEM S A N A LYST I I

We treat our employees like family. Our Founders exemplify humility and believe in an open-door policy where all input is welcome. The entire Plexus team shares a common vision of health and happiness, and we are all committed to the field’s success. We define our culture as “One Plexus,” which promotes collaboration and a service-oriented mindset where everyone, regardless of role or background, is valued and treated with respect.

HOW DOES YOUR COMPANY BRING THE SAME REDCARPET TREATMENT TO YOUR EMPLOYEES THAT YOU GIVE TO YOUR DISTRIBUTORS?

Plexus coordinates companywide activities throughout the year to celebrate company successes as well as spirit days around national events and holidays. Employees are also invited to attend and participate in many field events, and we provide team members with special access to keynote speakers and other influencers. At their 5-year service anniversary, employees are awarded an all-expenses paid trip to Leaders Retreat, usually held at a beautiful destination in the Caribbean or Hawaii. In addition, the company pulls out all the stops for the annual holiday party for team members.

HOW WOULD YOU DEFINE YOUR COMPANY, AND WHAT ARE THE KEYWORDS THAT DESCRIBE YOUR CULTURE? Caring and inclusive. The phrase “One Plexus” was conceived as a convention theme but was soon embraced so fully by all members of the Plexus community that it came to be the definition of our culture: belief in our shared values, partnerships 1 4    D I R E C T

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across the company, a commitment to action and for making a difference in our communities. At Plexus, kindness is celebrated, and we help each other succeed. HOW WOULD YOU DEFINE YOUR COMPANY, AND WHAT ARE THE KEYWORDS THAT DESCRIBE YOUR CULTURE?

The top priority for Plexus is to be unyielding in hiring top talent that will bring diversity of thought and belief in the industry. When those two things are present, we can move mountains. HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

For our corporate team members, “One Plexus” inspires people to change their lives in positive ways by pursuing their career goals, new learning opportunities, and supporting one another. Plexus provides leadership training, personal development courses, and weekly recognition awards. Leadership training in areas such as communication, team building, and new software skills is regularly offered, and Plexus also provides personal enhancement courses on fitness, health, and financial planning. Additionally, Plexus offers a generous quarterly profitsharing plan to all US employees to help support team members’ and their family’s goals. Plexus was built on the hard work and dedication of its corporate team and the hundreds of thousands of Ambassadors who not only share an entrepreneurial spirit but also understand the benefits of a homebased business that promotes health and happiness. We also work extremely hard to drive top ethical practices at every level of the company, and we are so proud that the BBB has taken notice and deemed Plexus Worldwide worthy of this A+ rating.

WHAT IS SOMETHING THAT HELPED YOUR COMPANY PIVOT AND SHOW RESILIENCE IN 2020?

We did the opposite of hunkering down. We pushed ourselves to do better by launching new products and staying the course with our growth plans, hiring 117 new team members. The implications of rapid growth during the pandemic meant shifting into overdrive and pivoting quickly to ensure a dispersed corporate team could support hundreds of thousands of business owners across the globe. Within one week, we transitioned 85 percent of the corporate team to work from home. Warehouse and distribution teams rallied to meet the demand of thousands of families globally who sought meal replacements and access to nutritional supplements. In fact, over four million orders were fulfilled in 2020 alone. We also reimagined our annual convention, shifting to a virtual venue that had the highest attendance of any event in the history of the company. n

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USANA COMPANY

/ USANA

HEADQUARTERS

/ Salt Lake City, Utah

NUMBER OF FULL-TIME EMPLOYEES YEAR FOUNDED

/ 1919 Globally, 886 U.S.

/ 1992

I love working for USANA because I feel like they are invested in me. They are invested in my personal and professional development and have given me so many opportunities to grow ­— SARAH S EARLE / D I R ECTO R O F C O M M U N I C ATI O N S

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HAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

Through exceptional employment opportunities, workplace initiatives and strategic partnerships, USANA is truly an amazing place to work. USANA strives to offer its more than 800 Utah employees an unbeatable workplace. The company offers impressive benefits, including an on-site clinic for employees and their family, free onsite workout facilities and a personal fitness trainer, onsite CrossFit, yoga, and boot camp classes, a generous annual profit-sharing program, health and wellness training courses, employee recognition programs, free company products, leading parental leave policies, excellent health and life insurance packages and regular health fairs and voluntary fitness contests. HOW DOES YOUR COMPANY BRING THE SAME REDCARPET TREATMENT TO YOUR EMPLOYEES THAT YOU GIVE TO YOUR DISTRIBUTORS?

USANA is known for rolling out the red carpet for their distributors, and they treat their employees with the same enthusiasm. With its annual employee recognition banquet, USANA rolls out the red carpet and recognizes employees who embodied the company’s core values during the year, and they are rewarded with a dinner, cash prize, and trophy. Employees are also treated to free food trucks after its Convention, free massages, summer and holiday parties, free personal training and personal and professional seminars, annual profit sharing, generous health benefits and parental leave policies, an onsite café, and opportunities to travel with the USANA Foundation on global philanthropic missions. HOW WOULD YOU DEFINE YOUR COMPANY, AND WHAT ARE THE KEYWORDS THAT DESCRIBE YOUR CULTURE?

USANA is a company that dedicates just as much effort in providing its Associates with the highest quality of products possible as it does with providing its employees with the highest quality work experience possible. It’s

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about creating the healthiest family on earth, starting with its thousands of employees from around the world. USANA’s core values are health, excellence, integrity and community. Those values define the company’s culture to a T. The USANA employees are part of a global community who strives for excellence, operates with integrity, and puts their health first by taking advantage of USANA’s supplements and onsite health facilities. WHAT IS YOUR TOP PRIORITY WHEN IT COMES TO MAINTAINING A GREAT WORK ENVIRONMENT?

USANA’s top priority for maintaining a great work environment is community. USANA prides itself on providing its employees with an open and caring culture, supportive management and numerous opportunities to make a difference in the world. Because of this mentality, USANA employees feel safe and comfortable at work and aren’t afraid to share their ideas with executives. USANA’s executives form bonds with employees at all levels to get a better understanding of what they do and how they can better serve them to make their jobs easier. Employees have more formal avenues of asking questions as well, including the company’s quarterly employee meetings at which employees are recognized for personal and professional achievements, receive updates on the company’s progress and goals, and are given opportunities to ask any question of the management team. But the USANA community isn’t contained only to the walls of the building. USANA and its charitable foundation allow employees to participate in all their philanthropic efforts around the world. From packing bags of food for underprivileged children in the Salt Lake area to service missions in Mexico and aiding in disaster relief, USANA employees are all encouraged to help their communities as much as they can. HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

development, both personally and professionally, by providing several benefits focused on improving their health and wealth. Along with the amazing workout facility and basketball court, USANA also provides employees $75 a month to spend on USANA’s supplements and skincare at heavily discounted prices. There is also a yearly wellness challenge where employees can attend onsite lectures about health and professional development, track workouts, and participate in the annual 5k in return for cash. USANA also offers professional training and a tuition reimbursement program that pays for undergraduate and graduate school for employees, provided that the courses/degree is related to the employee’s job and/ or career path or is in the field related to or of interest to USANA. WHAT IS SOMETHING THAT HELPED YOUR COMPANY PIVOT AND SHOW RESILIENCE IN 2020?

2020 was a big year for USANA. With the pandemic in full swing, USANA had to make some changes but still made it an amazing year. 2020 included an exciting new benefit available to both employees and their families. USANA added an onsite health clinic that focuses on three main goals: providing a unique health experience, improving health outcomes, and helping to control medical costs. The clinic is unique because USANA has a health center that is integrated with the company’s vision—to have the healthiest family on earth. The medical and mental providers work with USANA’s wellness program to help create programs that are needed at USANA. USANA was also able to get the materials and technology needed to send everyone home to stay and work from home. The department that needed the most materials was Customer Service. But nothing stopped USANA from providing the best to its employees. By ordering more computers, the customer service department was able to keep working and set up stations at home. n

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MONAT COMPANY

HAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

/ MONAT

HEADQUARTERS

/ Doral, Florida

NUMBER OF FULL-TIME EMPLOYEES YEAR FOUNDED

/ 420

/ 2014

MONAT’s unique family culture sets us apart and makes us one of the best places to work. Being part of the MONAT family means that we are all part of something bigger. MONAT leads by example by showing gratitude to all its employees and encouraging them to join us is giving back to our community. Gratitude is the heart of our company.

HOW DOES YOUR COMPANY BRING THE SAME REDCARPET TREATMENT TO YOUR EMPLOYEES THAT YOU GIVE TO YOUR DISTRIBUTORS?

What I love most about working at MONAT is that it does not feel like a job! I feel like I am working with family. I wake up every day so happy to go to work because I enjoy helping those in need. I love seeing what our efforts do to make a difference in this world and the happiness it brings to people. Bringing a smile to someone’s face every day is what makes me full of life and love, which is what I am part of in this company. I am eternally grateful to be part of something big, and I am so excited for what our future holds. Live with gratitude! ­— VAN E S SA RAMOS / A D M I N I STR ATI V E A S S I STA NT, G R ATITU D E D EPA RTM ENT

MONAT rolls out the red carpet for our staff during our two big events, the annual employee picnic and our holiday party. These events have one focus, and that is to celebrate and recognize all the hard work and dedication of MONAT’s staff. At MONAT, we understand that each employee plays a key role in the company’s success, and without them, this would not be possible. During these events, we take advantage of the opportunity that the family is all together to recognize our top performers with special awards, and our tenured employees, those who have been in the company for 5, 10, 15 and 20 years, are recognized and receive a service award. Due to the pandemic, our events looked a little different. Our annual picnic became a picnic basket giveaway where we encouraged our employees to spend some picnic time with their family and friends, and our holiday party was celebrated at the different sites with live music and festive lunches. HOW WOULD YOU DEFINE YOUR COMPANY, AND WHAT ARE THE KEYWORDS THAT DESCRIBE YOUR CULTURE?

At MONAT, we live and help others live with purpose, joy, and health. MONAT has an incredible purpose in building beautiful lives for our employees, customers, and Market Partners. We are a company with a culture of family, service, and gratitude. Our employees are family, and we treat each other with gratitude and respect.

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WHAT IS YOUR TOP PRIORITY WHEN IT COMES TO MAINTAINING A GREAT WORK ENVIRONMENT?

MONAT’s priority is to ensure all our employees know what the company pillars are: family, service, and gratitude. It’s imperative everyone is treated with respect, shows integrity in their work, and gratitude in the workplace and the community. MONAT is all about a work environment of shared effort and success. HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

Our Rewards and Recognition program recognizes employees financially for great achievements. We have our three stages: Glow Getter, Stellar Supporter, and Top Performers. Our Top Performers are all nominated for the highest recognition award. MONAT has focused on growing its leader and offers its in-house build Leadership Certification Course to all leaders in the organization. In addition, we launched UGrow, a program in which leaders learn about technical and soft skills needed to be the best versions of themselves for their teams and in our distribution center. Employees participate in our LEAD Program that is all about the efforts in the supply chain, and how to improve our operating efficiencies. WHAT IS SOMETHING THAT HELPED YOUR COMPANY PIVOT AND SHOW RESILIENCE IN 2020?

2020 was a challenging year for all of us. In order to keep our employees informed, we instantly established Work From Home Guidelines to all employees, setting the expectations of what the virtual working environment would see. Our Tip of the Week was born during the pandemic, in efforts to support our employees in the transition, and give them tips on how to stay connected and engaged in the new virtual environment. We stayed close to our employees with pulse surveys and checked

in with our leaders frequently. We adapted our policies to the needs of our employees and our leaders in the new environment we faced during the pandemic. Also, we closely monitored the guidelines from the Centers of Disease Control (CDC) and WHO (World Health Organization) during these uncertain times relating to COVID-19. Here are some of the things MONAT implemented to ensure the safety of our employees: isinfecting our facilities several times a day, including • D a deep disinfectant in the evenings approved by the CDC • Providing hand sanitizer and wipes to all remote and essential employees • Providing masks and gloves to our Distribution Center employees • T raining employees thoroughly and frequently on hygiene and preventive practices • Minimizing outside visitors from entering our facilities • Using teleconferencing for internal meetings as often as possible • Working from home or taking PTO if you are sick or have any potential symptoms or preconditions • F lexible work schedules were introduced, including working from home for our remote workforce and 4-day work week for our Essential Workers in the Distribution Center • Two extra weeks of sick pay to employees who were quarantined due to the COVID-19 virus or if someone they care for in their home has the COVID-19 virus. n w w w. d i r e c t s e l l i n g n e w s . c o m   1 9


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SCENTSY COMPANY

/ Scentsy, Inc.

HEADQUARTERS

/ Meridian, Idaho

NUMBER OF FULL-TIME EMPLOYEES YEAR FOUNDED

/ 1742

/ 2004

I LOVE working at Scentsy because it feels like home— we truly are a family! We have this unique community of people from all different walks of life coming together to create a culture that you can’t help but want to be a part of. Scentsy truly emanates its core values of Generosity, Authenticity and Simplicity. It’s easy to love your job when you love the people that you work with—and they love you right back! I began working at Scentsy when I was a teenager. Over the years, I’ve had the opportunity to be a part of something amazing here, watching Scentsy grow while also growing myself in a fulfilling career. And I can’t wait to see what the future holds and to continue growing with Scentsy! ­— LIZ DAVI S / C O N S U LTA NT S U P P O RT FU N CTI O N A L LE A D

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HAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

It really is about the people. It is more than each individual but how we all band together. Whether it is to complete a project, pitch in and help where needed, or just have a conversation and check-in with someone. It is seen in teams all across the company and seen in individuals. Teams continually pull together to defeat all odds and pull together to complete overwhelming tasks. The generosity of others and how it filters throughout the company is amazing and pure. We focus on our people because they make it a great place to work. We believe that our employees are a huge part of what makes Scentsy special! One of the ways we make employees feel valued is by offering incredible non-traditional benefits for them. Some examples include an on-site cafeteria with subsidized meals, a free on-site fitness center, generous paid time off, flexible work schedules, end-of-year bonuses, and various other offerings. Plus, we have our own gokarts, giant stuffed Scentsy Buddies and on-site dogs that bring a smile to all—and we eat a lot of cake!

HOW DOES YOUR COMPANY BRING THE SAME REDCARPET TREATMENT TO YOUR EMPLOYEES THAT YOU GIVE TO YOUR DISTRIBUTORS?

In 2020, Scentsy was blessed with unexpected hypergrowth of revenue. This required all employees to rally together to ensure Scentsy could thrive during the unexpected demands. Heidi and Orville wanted to thank, motivate and reward employees for all their hard work and share the revenue that came in. As we achieved certain revenue milestones, employees received one week of pay per milestone as a bonus at the end of the year. This resulted in employees receiving five additional weeks of pay! Another bonus that was introduced in 2020 is our long-term contribution bonus, in which employees are generously rewarded and recognized for their longevity and commitment to Scentsy. This past year gave us all the opportunity to determine what was truly needed to dig in and keep things going.


HOW WOULD YOU DEFINE YOUR COMPANY, AND WHAT ARE THE KEYWORDS THAT DESCRIBE YOUR CULTURE?

It is like a cliché, but camaraderie, teamwork, generosity, and being your best self are just a few words that describe our culture. Scentsy is a place where teams pull together to overcome obstacles and produce a positive outcome. It is chaotic at times; you have to be able to adapt, but the end result is something to believe in and be proud of. When we talk about culture fit, it is about pulling together, collaborating, being generous with your time and knowledge, boosting others up, and achieving what may seem impossible. WHAT IS YOUR TOP PRIORITY WHEN IT COMES TO MAINTAINING A GREAT WORK ENVIRONMENT?

Do what you say you’re going to do, own what you do, and be flexible. There is more than one right way, and it is bigger than just one person or one department. There will be tough times, difficult situations and frustrations, but how you handle them and how you treat each other make a difference. HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

People who are moving forward, sharpening their skills, and learning new things bring those things to work, allowing Scentsy to continue to be innovative and adaptable in the ever-changing landscape of business and direct-selling. And, people that have opportunities to develop are more engaged, which is a big win for Scentsy and the employee. Scentsy is committed to the development of employees. Each department has a “development” budget, which allows them to provide opportunities for professional development outside of Scentsy, including certifications, conference attendance, and other development activities that allow employees to build their skills and knowledge. Scentsy also offers internal development opportunities, including leadership development, career development programs, and a catalog of other courses. One day a year, the entire company comes together for a day of personal and professional development and teambuilding. With

all departments closed down for the day, “Culture Day” is a day filled with 45-minute classes taught by Scentsy employees and a few guest “experts.” Teams also have the opportunity to come together and bond for one “session” over go-karts, painting, video games, sushi-making, and a myriad of other activities. The day is capped off with a message from our founders and a reminder that learning new things is essential to fulfilling the Scentsy mission “to bring value to the world by providing an industry-leading, family-friendly business.” WHAT IS SOMETHING THAT HELPED YOUR COMPANY PIVOT AND SHOW RESILIENCE IN 2020?

Resilience was reflected in so many accomplishments throughout the year. We had to adapt; we immediately went from working in person on the Scentsy campus to a remote workforce, with the exception of our operations department. That required a huge shift in mindset and being able to adapt to different working platforms. We have streamlined meetings and learned to effectively use alternate platforms to engage co-workers. We figured out how our Consultant Support team could work remotely, employing new types of devices and revamped procedures. We adjusted our new employee orientations and onboarding to accommodate the flow of new hires. The overall awareness of what was happening and the overwhelming amount of work required adaptation as well. We were forced to move out of the weeds and focus on what was necessary to survive. Additionally, changes in the Scentsy kitchen, offering to-go foods, and the new Scentsy market have been positively received. These changes have allowed employees who work outside of traditional business hours access to a benefit that was more limited in the past. In 2020, our leadership teams dedicated themselves to staying up to date with the latest COVID information in each of our locations. We reacted swiftly to keep employees working safely. Scentsy offered options to all employees to give them time away to isolate or take care of children out of school. We offered stability during the pandemic when everything else was unsteady. n

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MODERE COMPANY

/ Modere

HEADQUARTERS

/ Springville, Utah

NUMBER OF FULL-TIME EMPLOYEES YEAR FOUNDED

/ 291

/ 1992

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HAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

Modere has been an amazing place to work. I’ve been here for a number of years and am grateful for the experiences and opportunities I’ve had. I don’t see those I work with as co-workers—they are family. It has been awesome to be able to work side by side with such amazing individuals and friends to accomplish some pretty amazing things. The values Modere stands for really resonate with me. They help me to be a better person in both my work and personal life. Modere stresses a work/life balance, which is also very important to my family and me, and there is a genuine interest in ensuring that everyone is successful in what they do. It’s nestled in one of the most beautiful locations in Utah with panoramic views of the majestic mountains surrounding us, and I love it! —STEVE BON S / V I D EO & A U D I O -V I S U A L P R O D U C ER

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We have exceptional leaders and team members. Our success is not just dependent on our individual contributions but our interconnectedness and support of each other, especially during times like these when we are apart.

HOW DOES YOUR COMPANY BRING THE SAME REDCARPET TREATMENT TO YOUR EMPLOYEES THAT YOU GIVE TO YOUR DISTRIBUTORS?

We strive for excellence in everything we do. We go above and beyond, aiming to create ‘wow’ moments for our teammates, customers, and field through our exceptional performance products and company. HOW WOULD YOU DEFINE YOUR COMPANY, AND WHAT ARE THE KEYWORDS THAT DESCRIBE YOUR CULTURE?

We are Compassionate, Humble, Authentic, Vibrant, Disruptive, Innovative, and Extraordinary. WHAT IS YOUR TOP PRIORITY WHEN IT COMES TO MAINTAINING A GREAT WORK ENVIRONMENT?

Having open communication. Modere is very transparent in our communication with team members. We maintain an open-door policy and an “Ask the CEO” link whereby employees can ask CEO Asma Ishaq a question at any time. We promote a culture that empowers and rewards individuals for


going the extra mile. We strive for excellence in all that we do. HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

We provide company-paid training opportunities (on the job and offsite), tuition reimbursement, etc. One of our focuses this year is to provide resources for overall wellbeing, including financial, emotional, and professional growth.

WHAT IS SOMETHING THAT HELPED YOUR COMPANY PIVOT AND SHOW RESILIENCE IN 2020?

The year 2020 was a year that no one could have prepared for. At Modere, we worked together and overcame many challenges and are stronger than ever before. We continue to focus on our values and what matters to the team. We have a growth mindset and always ready to rise to our new set point. n

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NOONDAY COLLECTION COMPANY

/ Noonday Collection

HEADQUARTERS

/ Austin, TX

NUMBER OF FULL-TIME EMPLOYEES YEAR FOUNDED

/ 37

/ 2010

After working for Noonday for 7 1/2 years, my favorite thing when I started and still to this day is that each team member and Noonday Ambassador is unified in our company goal to make a difference in the world’s most vulnerable communities. We partner with Artisan Businesses that hand-make our jewelry and accessories to create dignified jobs for people who need them. In 2020, our mission was even more meaningful to me when Noonday helped our Artisan Business Partners maintain work for their team members during the COVID crisis AND was able to donate $350K to various causes abroad and at home. One of the biggest blessings in my life is that I can use my personal gifts for Noonday’s powerful social mission. ­— LUCY SAYLE S / D I R ECTO R O F FI N A N C E & AC C O U NTI N G

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HAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

At Noonday, our mission is to build a flourishing world where people have jobs, women are empowered, children are cherished, and we are connected. We achieve this flourishing through a collaborative commitment to Fair Trade that enables us to offer customers some of the most beautiful, ethically made products handcrafted by artisans across the globe. We offer “style made with love.” The dedication to building a flourishing world undergirds all that Noonday does and unifies Noonday’s three main stakeholder groups—Noonday Home Office team members, Noonday Ambassadors, and Noonday Artisan Business partners. While Noonday may not be one of the largest direct selling companies (yet), we pride ourselves on exemplifying excellence that is second to none. One reflection of this commitment to excellence is how Noonday approaches the fringe benefits for the Home Office team. Though having fewer than fifty employees, Noonday offers benefits on par with much larger companies. Noonday offers medical, dental, vision, short- and long-term disability, life insurance, three weeks paid time off, 13 paid holidays, two floating holidays, a birthday day off, two volunteer days off, paid maternity leave, employee product awards, and last but certainly not least, the chance for Noonday team members to travel internationally with our Ambassador leaders on award trips to visit the Artisans who make Noonday’s products. HOW DOES YOUR COMPANY BRING THE SAME REDCARPET TREATMENT TO YOUR EMPLOYEES THAT YOU GIVE TO YOUR DISTRIBUTORS?

2020 led to high employee engagement. It was tangible demonstrations of care and concern that allowed team members to feel seen and valued. Noonday leadership was vulnerable and forthcoming about the uncertain financial and operational outlook. While refraining from making ungrounded promises, Noonday leadership did commit to putting people first in all decision-making. Regular, relevant, and personalized communication proved essential.


Noonday empowers team members to recognize one another with public appreciation in a way that provides the team joy and fun. The Home Office team has access to a recognition platform that gives team members the opportunity to publicly praise each other and give each other points for jobs well done. We empower managers to give their team members “spot cash bonuses” in cash for when their team members go above and beyond in their jobs. For our more tenured team members, there is an opportunity to travel internationally with Noonday Ambassadors on their award trips to visit our Artisan Business Partners. HOW WOULD YOU DEFINE YOUR COMPANY, AND WHAT ARE THE KEYWORDS THAT DESCRIBE YOUR CULTURE?

Noonday Collection is a socially responsible business using fashion to create meaningful opportunities across the globe. We connect people through style and storytelling. Together, with all our stakeholders, we are building a flourishing world where people have jobs, women are empowered, children are cherished, and we are connected. Our company culture is positive, collaborative, adaptable, and purposeful. WHAT IS YOUR TOP PRIORITY WHEN IT COMES TO MAINTAINING A GREAT WORK ENVIRONMENT?

Putting people first is Noonday’s number one priority. By putting people-first, Noonday drives both exceptional team results and individual well-being. Managers care for team members as human beings, not as “human doings.” Noonday develops high-performing teams by committing to clear promises of what will be accomplished by specific dates, and then teams stay in conversation to navigate challenges as they arise to ensure alignment as they move towards achieving goals. HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

All team members co-design the goals they are committing to each quarter in coordination with their team leaders and manager. As a part of this process, managers and their direct reports discuss personal and professional

development goals and explore ways that Noonday can support the development of each team member. In 2020, one of the most celebrated training opportunities provided to Noonday’s managers was the opportunity to participate in a multi-day leadership training class with the Institute for Generative Leadership. The managers that attended raved about the impact that training has had on the effectiveness and fulfillment of their professional and personal lives. WHAT IS SOMETHING THAT HELPED YOUR COMPANY PIVOT AND SHOW RESILIENCE IN 2020?

From the outset of COVID, our top priority at Noonday was keeping team members healthy and connected. A small group of team members were empowered to form a “COVID Council” that met regularly to discuss measures to keep the team safe and to stay on top of government health mandates and new federal benefits. The guidelines for working at the office and at home were formulated by this COVID Council to ensure that the team felt safe and that concerns were surfaced and addressed. Though physically separated, Noonday team members worked intently at creating connection among the teams through increased communication. We implemented weekly “All Hands” meetings via Zoom. The purpose was to inform and align on business-related matters and to create a sense of community and connection. Each All Hands Zoom call was started with lighthearted icebreakers and small group break-out sessions. During these weekly meetings, Noonday’s Executive Leadership Team shared the ways in which the company was responding to the rapidly changing business environment. We also worked to translate the fun team member appreciation activities we used to do when we were physically together into socially-distanced activities that could be done virtually. For example, since we couldn’t meet for monthly birthday celebrations at the office, we started sending team members restaurant gift cards to treat themselves to a birthday lunch. In place of our inoffice product line launch lunch celebrations, we give team members the opportunity to purchase lunch on Noonday and then join Zoom to celebrate the team’s collective hard work remotely. n w w w. d i r e c t s e l l i n g n e w s . c o m   2 5


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SENEGENCE COMPANY

/ SeneGence

HEADQUARTERS

/ Foothill Ranch, California

NUMBER OF FULL-TIME EMPLOYEES YEAR FOUNDED

/ 250

/ 1999

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HAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

SeneGence provides its employees with the opportunity to work for an organization that supports and empowers women all across the globe by providing careers that really work, selling products that really work.

WHAT I love most about working for SeneGence is the feeling of being part of a family. We are all here to support one another to grow professionally, as well as personally. Leadership treats its employees as valued team members and allows us to be involved in the decisions that truly matter. I also absolutely love the teamwork and respect that we have for one another. It is fun coming to work with happy people who love where they work, which translates to smiles, good times and an efficient workplace. SeneGence places great importance on the company mission and values, and I’m privileged to help our teams understand how we all contribute to the company’s purpose. I know that my work at SeneGence is positively changing the lives of women around the world, which is one of the true meanings of life: “to love and help one another.” ­— M ITC H MC LAUGH LI N / M I D W EST O P ER ATI O N S M A N A G ER

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HOW DOES YOUR COMPANY BRING THE SAME REDCARPET TREATMENT TO YOUR EMPLOYEES THAT YOU GIVE TO YOUR DISTRIBUTORS?

SeneGence offers a comprehensive benefits package, competitive wages, and an opportunity to be creative and explore new ideas to ensure innovation and success for our distributors. We host Employee Appreciation events for each SeneGence office location (such as food trucks, music, holiday gatherings) to enhance camaraderie and recognize teamwork. HOW WOULD YOU DEFINE YOUR COMPANY, AND WHAT ARE THE KEYWORDS THAT DESCRIBE YOUR CULTURE?

At SeneGence, we strive to maintain a family-based culture and live by our “SeneV.I.S.I.O.N.” core values: • Value and Serve Others • Integrity • SeneSynergy (lifting each other up) • Innovation • Opportunity • Never Settle


WHAT IS YOUR TOP PRIORITY WHEN IT COMES TO MAINTAINING A GREAT WORK ENVIRONMENT?

WHAT IS SOMETHING THAT HELPED YOUR COMPANY PIVOT AND SHOW RESILIENCE IN 2020?

Our top priority is the success of our distributors, and we continue to develop and offer innovative products and business solutions so they are successful in their businesses. We empower our employees to constantly suggest new ideas, make process improvements to drive efficiency and work collaboratively to successfully achieve our goals.

Safety is a top priority at SeneGence, and given that we were designated as a “critical business,” we had employees working on-site throughout the pandemic. Through this, we were able to quickly implement a successful COVID-19 Safety program that included compliant contact tracing and detailed return-towork protocols for day-to-day safety at SeneGence. We looked comprehensively at the daily interactions of all employees, and planned out the best course of action to keep everyone that entered our building as safe as possible. Additionally, we were able to use our existing manufacturing infrastructure to produce and distribute hand sanitizer to all of our staff, as well as make donations to first responders, hospitals & nurses in various parts of the nation. Finally, we hosted a variety of virtual events through 2020 for our Distributors and employees. We hosted our annual Halloween Costume Contest and Christmas Holiday Events virtually, and held our inaugural drive-thru for telecommuters to take part in the festivities and enjoy a hot lunch! n

HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

SeneGence is developing a comprehensive learning & development program designed to set and measure the impact of learning objectives, including the use of SMART Goals, video-ondemand, external workshops, personal coaching & mentorships, live Lunch & Learn presentations, and integrated onboarding activities. Our goal is to have a workforce that fully understands our direct selling business model and the needs of our distributors, so that they are able to better serve them. Throughout 2020, we identified the need for more virtual training, and looking into this year, the company is placing an emphasis on Mental Health & Wellbeing for our employees, as part of a holistic wellness program.

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THE HAPPY CO. COMPANY

/ The Happy Co.

HEADQUARTERS

/ Plano, TX

NUMBER OF FULL-TIME EMPLOYEES YEAR FOUNDED /

/ 73

2017

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HAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

We’re one of the best places to work in direct selling because happy is who we are. Our team is a big part of everything we do at The Happy Co. They also help us foster an environment where teamwork exists in all areas.

WHAT I like best about working for The Happy Co. are my coworkers. I can depend on my team to assist me in the time of need. I also like the versatility of being able to do a variety of tasks as well as being able to work virtually. I also like the fact that I can be creative in all aspects of my responsibilities. ­— COURTN EY TYLE R / S EN I O R M A N A G ER O F EV ENTS & S O C I A L M ED I A

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HOW DOES YOUR COMPANY BRING THE SAME REDCARPET TREATMENT TO YOUR EMPLOYEES THAT YOU GIVE TO YOUR DISTRIBUTORS?

We regularly highlight our employees and applaud the many contributions they make to our team. Employee spotlight, team “virtual” lunches and other tokens of appreciation are all big parts of our culture—even in a virtual environment. HOW WOULD YOU DEFINE YOUR COMPANY, AND WHAT ARE THE KEYWORDS THAT DESCRIBE YOUR CULTURE?

The Happy Co. is as much about the “Happy” as we are about the Co.—connection, community, collaboration and more. We focus on a happy environment where our team thrives and feels supported to provide the best experience for our Brand Partners.


WHAT IS YOUR TOP PRIORITY WHEN IT COMES TO MAINTAINING A GREAT WORK ENVIRONMENT?

WHAT IS SOMETHING THAT HELPED YOUR COMPANY PIVOT AND SHOW RESILIENCE IN 2020?

Our top priority is our people. We want them to feel appreciated, supported and able to continue to do the great work they do every day for our distributors.

The entire team of employees was forced to pivot in April 2020 by converting our physical convention (originally planned at the Gaylord Texan) into a digital convention. They rose to the occasion and came together as a brilliant team to make it happen! All of this was done from the comfort of their own homes. n

HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

We support our team members by offering professional development opportunities, flexible work options and paid time off.

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WINNER

NEORA COMPANY NAME

/ Neora

HEADQUARTERS

/ Dallas, Texas

NUMBER OF FULL-TIME EMPLOYEES YEAR FOUNDED

/ 119

/ 2011

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HAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

There are many things I love about Neora and working with them! The thing I love the most is that I feel like my feedback and the feedback of all employees working at Neora is valued. From the executive team and across all departments, everyone is very receptive and respectful of each other’s opinions. There is no idea too small that doesn’t get taken into consideration—whether it’s an idea on how to improve our business, serve our customers better, fun internal culture activities, or ways to work as a team more efficiently—we are an opendoor policy kind of company! We work as a family, and we encourage and love to promote from within. I truly feel like the company is invested in me as much as I am invested in them. ­— E RICA CAM PB E LL / S EN I O R M A N A G ER , G LO B A L M A R KETS

Neora is a company that values each employee and their unique gifts and talents. We have a casual, approachable, family-feel that makes you feel included and welcome. The size of the company allows each individual’s hard work to be noticed, appreciated and recognized. Employees, at every level, are encouraged to contribute their ideas. We firmly believe that it is rewarding to work in an environment where your work makes an impact and a difference in the lives of so many people. Our mission statement is to make people better—and our employees are a key element to us delivering on that mission.

HOW DOES YOUR COMPANY BRING THE SAME REDCARPET TREATMENT TO YOUR EMPLOYEES THAT YOU GIVE TO YOUR DISTRIBUTORS?

Making sure to have personal, timely and meaningful recognition of our employees is critical. We have peer-to-peer recognition programs in place, as senior leaders don’t always get to see all the day-to-day work, and we want to ensure that every employee—at every level—gets the opportunity to be noticed and recognized. Many times, it is your co-worker who really sees you going the extra mile, so we ensure that those instances get amplified and celebrated. HOW WOULD YOU DEFINE YOUR COMPANY, AND WHAT ARE THE KEYWORDS THAT DESCRIBE YOUR CULTURE?

We are a family-owned company; therefore, we strive to ensure that our culture represents it. We

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want our employees to feel welcomed, supported and comfortable presenting their ideas to everyone—from their co-worker to the CEO of the company. We are also a very hard-working and fastpaced company. To stay innovative, we are always pushing ourselves to think outside the box and embrace change. WHAT IS YOUR TOP PRIORITY WHEN IT COMES TO MAINTAINING A GREAT WORK ENVIRONMENT?

Our top priority will always be to ensure that we have an environment that breeds trust and open communication. These two things are absolutely critical in creating the kinds of authentic relationships and honesty that are needed for a great working environment. It is also a priority never to get complacent and to always be improving. We conduct yearly culture surveys with our employees to get insights and ideas on things we can improve on.

HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

We encourage each employee to grow to their fullest potential, regardless of where their role first began. We are very proud that many of our top senior managers first began with us as customer support agents, then worked their way to leading departments and teams. We strive to customize each person’s professional development path to help them gain the skills and confidence needed for the next step in their career. Of course, with the best-selling author of The Slight Edge as the CEO and founder of our company, we have a focus on personal development. Whether that be access to a free personal development library of books, free resources from Live Happy, or recommendations on certain courses that would help them develop key skills, we want to always encourage an environment of continuous learning and growth. n

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FAQS HOW ARE THE HONOREES SELECTED? Direct Selling News has partnered with Quantum Workplace, an HR technology company that has been collecting Best Places to Work data for more than a decade and currently supports 50 programs across North America. Their software enables companies to discover the strength of their employees, culture and leadership. For the Best Places to Work in Direct Selling program, Quantum Workplace asked employees of nominated companies to complete an online survey designed to measure workplace engagement. Next, Quantum Workplace compiled and evaluated the responses, ranking the participating companies based on their overall engagement score. Honorees were selected based on the results of this survey. This same process will be conducted for our 2021 Best Places to Work contest. WHAT IS THE SCIENCE BEHIND THE SURVEY? Quantum Workplace’s survey was developed by a panel of thought leaders in the field of employee engagement and is validated annually against more than 1.5 million responses across 8,000 companies to continuously recognize trends in the evolution of engagement. IS THE SURVEY CONFIDENTIAL? The employee survey is always strictly confidential. Each company has access to survey results at the aggregate level to help them understand and build engagement. However, the individual identities of employees are never revealed. In fact, companies are not even able to see who has or has not completed the survey. All full-time, part-time, permanent, corporate headquartered employees are eligible to take the survey. DO ALL OF THE EMPLOYEES AT MY COMPANY NEED TO COMPLETE THE SURVEY? All eligible employees must be invited to take the survey. To reach a 95 percent confidence level with a margin of error of plus or minus 5 percent, a company will need to achieve employee participation based on the following percentages per size of organization to be considered as an honoree: 50 employees or fewer = 85%

u

51 to 150 = 70%

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151 to 500 = 50%

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501 to 1,000 = 30%

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WILL MY COMPANY RECEIVE THE SURVEY RESULTS? Yes, all participating companies receive a free Overview report showing the company’s overall score compared to the finalists, summary of the engagement category scores, demographic information, and some comments from the open-ended questions. Surveys can also be customized for varying fees. Customizations do not affect the way results are scored for the purpose of the competition. Custom questions are excluded from the calculations. WHAT IF MY COMPANY DOES NOT MAKE THE BEST PLACES TO WORK LIST? All companies that participate receive access to a free Overview report and have the opportunity to purchase reports to help improve employee engagement, but the company name is not placed on any list and is not printed in the special publication. There is NO RISK to participate. All companies that have reached their participation goal will be contacted as to their status as a finalist or non-finalist.

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To the 2021 Honorees of the Best Places to Work in Direct Selling—

KEEP UP THE GREAT WORK!

WITH SPECIAL THANKS TO OUR BPT W SPONSORS

DSN DIRECT SELLING NEWS

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DSN DIRECT SELLING NEWS