TOGETHER, WE’LL SOAR.

Mission Statement

To enrich the lives of our employees and exceed the expectations of our clients.

ONE VALUES

WE CARE | HONESTY | SERVICE | QUALITY | INNOVATION | GROWTH

Obermiller Nelson Engineering, Inc. (ONE) delivers success to our clients by providing professional, detailed Mechanical, Electrical and Civil design and coordination for building systems. Since 1992, our clients have received the full attention of professional, knowledgeable engineers through every phase of their project. Our Team Members provide the workforce and experience to accommodate several different project types. With licensed Mechanical Engineers, Electrical Engineers, Civil Engineers, Fire Protection Engineers (FPE), LEED Accredited Professionals and our Commissioning Services Professionals on staff, ONE strives to provide our clients with the highest quality of engineering services.

JOIN OUR TEAM!

Go to obernel.com/careers or click the QR code to see all opportunities!

Our new website is LIVE! www.obernel.com

Roger Krueger and John Krueger President and Vice President, GPBG Employer Advisers Bismarck, N.D.

H A H W W

ow can businesses effectively recruit and retain employees?

First, the business needs to find out and solidify “who they are” by revisiting — and updating if necessary — their mission statement, vision statement and core values or guiding principles. Once the business, and whomever is in charge of recruiting, has a solid, unified understanding of why the company exists, where it’s going and how it’s going to go about getting there, they can begin to focus on recruiting and retention.

When recruiting new employees, advertise for skillsets, knowledge and experience based upon your most recent assessments of those elements that people doing the jobs and their colleagues indicate are important. Don’t rely on historical and dated job requirements that might no longer be relevant.

When interviewing, search for behavior styles, core values and drivers and motivators that match those found in your corporate team culture or ones you seek to transition into that culture. There are excellent pre-employment testing instruments that are ADA compliant and extremely effective.

To retain employees, be clear and consistent in performance expectations, performance reviews, rewards and discipline. Never allow the tenure of an existing employee be a “get-out-of-consequence free card.” That will shut down or drive away your brightest and best recruits by crushing their passion for excellence in the face of what they perceive as company hypocrisy.

re certain benefits and programs, such as employee stock ownership, often factors in employees’ decisions to work for one company versus another?

Yes, benefits, or lack thereof, are often cited No. 1 or 2 by employees as the real reasons for leaving you. Get creative with your benefits program and a little daring. Ask employees what benefits they’d like to have.

ow can companies become more inclusive and diverse?

If you are doing things the same way you were doing things five or 10 years ago, in today’s changing world, you are probably doing it wrong, or at least horridly ineffectively.

Immediately convene a meeting of the managerial and supervisory personnel and challenge them to replace the word “no” with the word “how” whenever they are engaged in conversations with employees, or for that matter, job applicants who are proposing new or different ideas for improving the culture or environment of the company.

Additionally, if companies want to become more inclusive and diverse, they need to make inclusion and diversity a goal or objective within their strategic plan. Once the decision to become more inclusive and diverse becomes a part of a company’s strategic plan, that goal or objective now becomes a priority, and with that status, gets the resources it will need to become a reality.

hat are some of the most effective measures employers can take to enhance workplace culture?

If employers want to enhance workplace culture, they need to make it a priority. They can make it a priority by making it a goal or objective within their strategic plan. A good starting place would be to assign someone as a Culture Officer who will be in charge of living, sharing, teaching and implementing the company’s agreed upon culture to all employees. That is done through the company’s mission statement, vision statement and core values. The worst things a company can do is forget about its mission, vision and values, or never apply them.

hat are some of the most interesting or unique culture initiatives you have seen implemented?

Two come to mind. The first is a benefit plan called Learn More, Earn More. If you as an employee will invest in continuous learning in areas beneficial to you and the company, you will earn increases in your hourly compensation.

The second initiative involves engaging employees in a direct and meaningful manner that impacts the bottom line of profits of the company. The accounting department at the company had an estimated annual cost of 30 to 40 percent of the gross company revenue because of waste. The manager challenged the employees to find those practices causing the waste, propose solutions and receive 25 percent of the annual savings, regardless of the amount, when the solution is proven effective. Within 18 months, the waste factor dropped to less than 5 percent. Employees received more than $100,000 in cash payments .

Digi-Key Electronics started in 1972 with the intent of providing hobbyists with easy access to electronic components. From these humble beginnings, Digi-Key has grown into the 8th largest electronic component distributor in the world, consistently ranked as the #1 Most Preferred Distributor in independent surveys.

Based in the small town of Thief River Falls, Minnesota, employees enjoy world-class career opportunities, competitive compensation, and an outstanding benefits program. Additionally, through various outreach programs, Digi-Key is committed to making a positive impact in Thief River Falls and the surrounding communities.

1,100,000+ SQ. FEET

3,200,000 ORDERS PROCESSED ANNUALLY OVER 3,300 QUALITY EMPLOYEES

50 MILLIONTH PACKAGE SHIPPED IN 2015

16,000+ PACKAGES SHIPPED DAILY

$1.7+BILLION IN ANNUAL GLOBAL SALES

COMPANY-ENCOURAGED VOLUNTEER OPPORTUNITIES