Best Places to Work in Omaha 2019

BEST Baird Holm LLP

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sponsored by the greater omaha chamber

Winning ways: Companies that stand out in a crowd

SPECIAL SECTION • April 14, 2019

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BEST PLACES TO WORK IN OMAHA

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BEST PLACES TO WORK

By Chris Christen

Winners support employees, recognize great work

WORLD-HERALD STAFF WRITER

Best Places to Work in Omaha was created in 2003 by Baird Holm LLP to provide local companies the opportunity to measure employee engagement and build a stronger workplace in the process.

Since inception, the initiative — which involves an online survey administered by Quantum Workplace — has attracted 611 participants and generated 135,490 survey responses.

Quantum Workplace conducts similar surveys in 40 metro areas nationwide. Omaha’s survey is

IF YOU GO The 2019 Best Places to Work luncheon is May 23 at the CHI Health Center Omaha. Tickets are $40 per person or $400 for a table of 10. The event runs from 11:45 a.m. to 1 p.m. For reservations, visit bairdholm.com sponsored by the Greater Omaha Chamber. Questions pertain to various aspects of the workplace, including morale, environment, engagement, training, recognition and opportunities for advancement.

Companies with 25 or more em-

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ployees compete for a spot on the annual Best Places to Work in Omaha list. The rankings identify the top five companies in two categories: 25 to 200 employees and more than 200 employees. Sustained Excellence Awards also are given to companies that compete regularly and repeatedly land on the lists.

The 2019 honorees — 12 total — will be recognized May 23 at a luncheon at CHI Health Center Omaha.

“Companies that reach the top of Best Places to Work lists are the best at making sure employees feel recognized for great work,” said Quantum Workplace CEO Greg

Harris. “They put tools and process in place that support strong relationships between managers and employees. They clearly set and communicate strategy while helping every person and every team know how their daily work impacts that strategy. And they consistently seek employee feedback on what’s working and what’s not.”

Enrollment for the 2020 Best Places to Work in Omaha survey begins in November. The cost to participate is $750 for companies with 25 to 200 employees; $1,000 for those with more than 200 employees. Chamber members receive a discount.

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BUILDERTREND

More than 80 employees represented Buildertrend and met with customers at the International Builders’ Show in Las Vegas. The Buildertrend team, which is growing by an average of 25 employees per month, believes each team member plays a vital role in its customers’ success and places an emphasis on frequent, high-quality customer interactions.

Buildertrend is intent on programs for ‘a better life’

By Sue Story Truax WORLD-HERALD CORRESPONDENT

B

uildertrend wants its employees to have their best life.

“Our big focus is ‘life is better at Buildertrend,’” said Megan Maslanka, human resources director.

That’s one of the “three pillars as to why our employees are happy here,” she said. The others are: “We have a winning attitude and every employee gets to participate in the company’s success. Employees can grow their careers daily because we offer endless career opportunities.”

CULTURE Maslanka’s department focuses programs “on how to have a better life,” she said. Examples are structuring the benefits package for families, giving sales personnel

Buildertrend First place, large category Headquarters: 11818 I St. Employees: 430 Primary business: Cloud-based project management software platform serving the construction industry. a four-day workweek and three-day weekend, free Friday lunches, a March Madness celebration, lifeskills classes and an in-house bar for celebration with clients.

“Our culture is fun,” she said. The company’s three founders have an open-door policy and sit with the other employees, Maslanka said.

Buildertrend started in 2006 with about a dozen employees. “We all had genuine relationships with each other,” Maslanka said. “That

connection is still a big one within Buildertrend.”

Megan Longo, director of marketing, noted company growth.

“We’ve grown totally by our own success,” Longo said. “The bootstrap idea comes from our founders.”

Buildertrend promotes from within, averaging 60 percent to 70 percent in-house promotions each year, Maslanka said.

BENEFITS The company also offers a variety of perks, including: » An onsite cafe where employees can earn credits for healthy food choices. » Employee discounts to local businesses because “we believe in their financial health.” » Trips to sports games and concerts, family day at Vala’s Pumpkin Patch, a carnival for

families. » In-house facilities for table tennis, electronic games, miniature golf, yoga, a gym, a bar and mother’s rooms.

TRAINING Yet Longo said, “Our training program is the most interesting” and helps employees develop life skills. These include budgeting, learning how to make major life purchases, car maintenance 101 and basic cooking.

“We’re helping them make smarter financial decisions,” Longo said.

JOB RETENTION “We have a ton of giveaways and prizes” to honor jobs well done, Maslanka said. Buildertrend prefers to create memories through special experiences for honorees rather than to give out objects, she said.

Longo said quarterly town hall meetings celebrate departments and individuals. Buildertrend also honors positive attitudes and leading by example, she said.

Four employees each quarter receive a day trip and a parking spot, Maslanka said.

COMMUNITY SERVICE Not all the work is for company and self. There’s plenty of community service, too.

Longo said that Buildertrend gives employees a day off a year to do volunteer work for charity.

Maslanka also noted companysponsored charitable work, which in 2018 included Habitat for Humanity in Omaha. Employees helped build two houses in two days, she said.

Recent efforts have involved helping flood victims, including some Buildertrend employees.

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Best Places to Work in Omaha

Signature Performance

S I G N AT U R E P E R F O R M A N C E

Doughnuts are a welcome treat at Signature Performance on Associate Appreciation Day.

Second place, large category Office: 10330 Regency Parkway Dr., Suite 305 Employees: 900 Primary business: Software consulting across multiple industries; specializing in platform modernization and transformation

By Maggie O’Brien WORLD-HERALD CORRESPONDENT

E

mployees at Signature Performance love Mondays. Seriously.

Company leaders say employees look forward to coming to the office every day.

And no workday is the same.

“Associates at Signature Performance are collaborative, passionate and take on challenges head-on,” said Mark Mathia, chief organizational development officer. “We are working to redefine the health care industry by streamlining processes and ultimately lowering health care administration costs and improving client performance. Everyone has the opportunity to make a real-world impact every day.”

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there for years.

COMMUNITY SERVICE The Signature Serves program gives associates and their families an opportunity to make the community a better place through volunteering at the Omaha Food Bank, local nursing homes, the United for Youth Back to School Bash, the March of Dimes March for Babies and more.

“Giving back to our community allows us to strengthen relationships with each other and with members of our neighborhoods,” Mathia said. “We desire to inspire others to join us.”

RETAINMENT

GROWTH

Signature’s core retention policy is to surround its workforce with great clients to serve, opportunities to develop and ways to impact the health care industry by streamlining processes and ultimately lowering the cost of health care administration. That drive to serve is hardwired into every aspect of the business.

It translates into a high-performance culture that’s rewarding, fun and a great place to own a career, Mathia said. Executives strive to provide associates with meaningful work, an opportunity to expand their potential, live their strengths and feel as though they have found a place to belong. Those efforts keep people

In 15 years of business, Signature has expanded its client base from a handful of health care provider facilities to hundreds across the United States. Signature grew its associates and revenue sevenfold over the last five years through organic growth.

“Our desire is to build an associate experience that attracts and retains the industry’s finest,” Mathia said. “We strive to help associates grow, belong and advance throughout their Signature journey.

Our associates are the heartbeat of our organization and the main reason why I believe Signature is a great place to work and a worthy business partner.”

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Signature Performance is committed to supporting associates’ health and overall well-being, and their professional growth and development.

Programs include an in-house university — Signature YOU — that offers professional development. Propel is a program that fosters new ideas from associates to integrate into the organization. Associate Resource Groups, meanwhile, generate inclusion, respect and growth, Mathia said.

Strengths coaching at Signature encourages

application of unique talents to performance.

Exemplary performance is recognized in a quarterly associate awards program.

“We believe Signature is a great place to work because we are mission-focused and values-driven,” Mathia said. “We innovate, get creative and discover solutions.

“From our claims processors to our IT department to our human resources team, everyone encounters an experience that is meaningful and inspiring. Talk to any of our associates and you will hear stories of lives changed, connections made and strengths ignited.”

Live your Dream.

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At Signature Performance, employees have a chance for ‘real-world impact’

A special section produced by the news division of the Omaha World-Herald.

Project editor: Shelley Larsen, shelley.larsen@owh.com Designer: Kiley Cruse Copy editors: Chris Christen, Marjie Ducey Contributing writers: Maggie O’Brien, Sue Story Truax On the cover: Top row, from left: Vetter, Olsson, Flywheel and Object Partners. Middle row: Verdant. Bottom: RTG Medical, Signature Partners, Thrasher, Verizon Media and Buildertrend.

For advertising information, contact Dan Matuella, 402-444-1485, dan.matuella@owh.com

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Thrasher adds offices so crews are closer to jobs

By Maggie O’Brien WORLD-HERALD CORRESPONDENT

T

hrasher Inc. has built its company culture around responding to the needs of employees.

One example: Workers told Thrasher executives they wanted to travel less. The company specializes in waterproofing basements, repairing home foundations, measuring and mitigating radon, encapsulating crawlspaces, installing egress windows, and leveling and replacing concrete. Teams typically travel across Nebraska, Iowa and Kansas.

In response, Thrasher opened a satellite office in Grand Island so local crews could tackle longer jobs instead of requiring Omaha-area teams to be gone overnight — or, in some cases, days or weeks at a time.

Company President Dan Thrasher said an office is scheduled to open in Sioux City, Iowa, this year.

“All that travel can be a strain on a constructor worker,” Thrasher said. “We want to be a great employer. Getting feedback, adapting and changing is a big part of that.”

TRAINING Coaching is a huge part of Thrasher’s environment. Leaders want their employees to be both excellent at their jobs and eager to come to work every day. All employees go through a new-hire orientation called Culture Immersion. Depending on the employee’s position, immersion lasts anywhere from two days to four weeks.

ENVIRONMENT It’s tough for some companies to compete with modern workplaces that offer employees free beer, table tennis and other super-cool amenities. It’s even more challenging when the majority of staff jobs keep employees out and about, Thrasher said.

“We have a nice facility, but 70 percent of our workforce is rarely in the office,” Thrasher said. “It’s a challenge, but a fun challenge.”

The company schedules at least one quarterly meeting in Omaha, and employees often perform community service together.

Thrasher recently began putting together

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‘Entrepreneurial spirit’ inspires Olsson employees

Thrasher Inc.

By Sue Story Truax

Third place, large category Offices: Headquarters, 12330 Cary Circle, La Vista; offices in Grand Island; Wichita and Kansas City, Kansas; and opening in Sioux City, Iowa, in late 2019 Employees: 340 Primary business: Construction (residential and commercial)

WORLD-HERALD CORRESPONDENT

S

hane Hennessey looked out at the employees at Olsson’s Omaha office. He asked a sampling of those employees what they had said about their company that had rated it so highly.

He heard one answer expressed many ways. The gist: “The people that I work with produce top-quality work.”

Employees also noted trust in their leaders, career growth, being able to depend on their colleagues and recognition for their performance, said Hennessey, the Omaha office leader.

Olsson Fourth place, large category Headquarters: Offices across the United States with metro area locations at 2111 S. 67th St. Suite 200 in Omaha and 11627 Virginia Plaza Suite 103 in La Vista Employees: 190 in Omaha and 60 in La Vista Primary business: Engineering consulting

AUTONOMY

GROWTH Founded in Earling, Iowa, by Greg and Nancy Thrasher in 1975, the company began on their porch with a borrowed pickup truck.

Four decades later, Thrasher has grown by expanding staff and offering new products and services to the areas it serves.

Offices in Wichita, Kansas, and Kansas City, Kansas, increased Thrasher’s employee roster from 250 to 340 in the last year, Dan Thrasher said.

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THRASHER

Thrasher schedules at least one quarterly meeting in Omaha, and employees often perform community service together.

smaller teams so that employees could work more closely together and get to know one another. Those teams, usually made up of eight to 12 people, might go on a hike or do another team-building activity.

“So it’s like our employees have their larger family and their smaller family,” Thrasher said of the company as a whole and the smaller teams. “We give every manager a budget for team-building activities.”

COMMUNITY SERVICE Thrasher’s core values include One Community. Company leaders believe employees should advocate for the community in order to return the blessings they have been given.

They believe gratitude and reciprocity are crucial to both the company and the community and offer employees various opportunities to work in the community, whether in small groups, a leadership program or an entire company event.

Employees work in teams within the offices, he said.

“The teams operate like small businesses” with autonomy, Hennessey said. Each team leader hires and fires team members and works directly with clients. Each team also maintains its own budget, he said.

“Olsson is a performance-based organization,” Hennessey said, with employees earning a base pay and bonuses.

Meghan O’Connell, Olsson’s human resource area leader, said: “Olsson has a fairly unique culture. We are fairly flat with company hierarchy. Each team operates as its own little business unit. People have a lot of autonomy in their work.”

Employees are given a lot of opportunity fairly young, she said.

“It’s a very entrepreneurial spirit at Olsson,” Hennessey said. “It’s kind of that smallbusiness culture in a large firm. We tend to put decision-making in the hands of the team of the people working on the project.”

FUTURE ENGINEERS The Greater Omaha Chamber of Commerce sponsors Careerockit, which works with Olsson and other area businesses to expose students and young adults to career options.

Olsson uses its time with the students to give them experiences in engineering, O’Connell said. Employees work with students to produce a three-dimensional scanned print of the group and to try structural engineering by building with toothpicks and gummy bears, she said.

RETENTION “We put a lot into employee development so they can grow their career at Olsson,” O’Connell said.

Hennessey expanded on that: “As Olsson has gotten larger, we have more expertise and more complex projects.” So employees are continually challenged and increasing their skills and expertise.

OLSSON

Members of Olsson’s structural team work together to complete a project. Olsson encourages collaboration and communication in order to best serve clients.

O’Connell said there’s a formal training team onsite and leadership training outside the firm.

Olsson also has a yearlong Young Professionals Training program for employees with less than three years of experience.

O’Connell said topics include generational differences and project management.

COMMUNITY SERVICE The firm’s Our Community Builders focus group chooses organizations to donate to, O’Connell said. Currently, she said, “Our whole Nebraska region has come together to help flood victims.”

PERKS Work hours have been 7:30 a.m. to 5 p.m.

Mondays through Thursdays and 7:30 a.m. to 12:30 p.m. Fridays for about 15 years, she said.

“We try to reward people by doing fun things,” O’Connell said. Olsson brings in lunch periodically and celebrates March Madness, St. Patrick’s Day and other events.

The company also sponsors a Vala’s Pumpkin Patch event for families, a company Christmas party for employees and guests, and office-wide trick-or-treating for employees’ families.

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At Verizon Media, free meals are a ‘nice bonus’

By Sue Story Truax s Verizon Media a phone service provider? No, that’s a sister company.

Verizon Media is one of three business units of Verizon Communications Inc. The Omaha office handles finance operations, digital advertising sales and a crew that works at the La Vista data center, according to Caleb Seavey, director of account strategy.

So far in 2019, employees have raised $7,000 for American Red Cross flood relief, Seavey said, noting that $2,000 was from a Verizon matching fund.

“Verizon Media provides a great infrastructure to foster community service,” he said.

The company gives employees a paid day to do community service work.

Besides Habitat for Humanity, employee involvement has benefited Boys & Girls Club of the Midlands and Open Door Mission.

CULTURE

PERKS

WORLD-HERALD CORRESPONDENT

I

Employees have at least three reasons to rate their company highly in the Best Places to Work in Omaha survey, Seavey said.

“We have a really engaged culture” with positive community service, great personal benefits and career development.

In 2018, more than 60 Verizon Media employee volunteers helped build three houses for Habitat for Humanity of Omaha, Seavey said. The Verizon Media employee foundation contributed nearly $400,000 toward the project.

Employees also collected 20,000 diapers and gathered supplies for the Salvation Army, he said.

Seavey said Verizon Media employees ejnoy free breakfast and lunch. which he called a “nice bonus.”

Compared with other employers, “Verizon Media has amazingly competitive support for women in their careers,” he said. New mothers get 16 weeks of paid leave and new fathers get eight weeks.

HIERARCHY “We try to have a flat organization in which everyone’s opinion is valued,” Seavey said. This is partly a necessity due to rapid changes in the tech industry but also prevents bottlenecks in decisionmaking, he said.

“People feel like their work has value,”

Seavey said. “It’s all about people feeling they have an impact. They see an impact in their work.”

“People see a really viable career path at Verizon Media,” he said, because the company has global reach with offices in New York City and the Silicon Valley.

INCLUSION

Verizon Media Fifth place, large category Headquarters: New York City with an Omaha office at 14010 FNB Parkway plus a data center in La Vista Employees: 10,000 globally with 300 in the Omaha area Primary business: Digital media and advertising web destination

Verizon Media has “a commitment to inclusiveness — people feeling like they’re valued here,” Seavey said.

There are nine Employee Resource Groups to foster inclusion. Members of these groups help educate others, he said. Groups include neuro-diversity for employees who may think and act differently because they are on the autism spectrum or have attention deficit hyperactivity disorder; women in technology; parents and caregivers; veteran support; and several ethnically based ones.

The Omaha office has one of the highest involvement rates companywide in Employee Resource Groups, Seavey said.

FAMILIES “We really put on quite a production for Bring Your Kid to Work Day,” he said.

Verizon Media also sponsors a summer picnic.

VERIZON MEDIA

The Verizon Media Prism ERG (Employee Resource Group) celebrates PRIDE month with guest speakers. The company has nine ERGs, each of which promotes workplace diversity.

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DREAM

JOB

Great people. Great opportunities. Great place to work.

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P R I M E T I M E H E A LT H C A R E C&A INDUSTRIES

President and CEO Scot Thompson (second from left), along with members of C&A Industries’ management team, delivered cookies to employees.

Community service is just one form of team-building at Prime Time Healthcare LLC. Last year, Sharon Auw (front row, second from left) and her group volunteered with the backpack food program at Completely Kids.

Two companies honored for sustained excellence

By Chris Christen WORLD-HERALD STAFF WRITER

H

ere’s a look at the Best Places to Work experience from an executive at C&A Industries Inc. and an employee at Prime Time Healthcare LLC. Both companies were recognized in the 2019 Best Places to Work initiative with Sustained Excellence Awards for first-, second- or third-place finishes in their category for four consecutive years or for eight of the past 10 years.

C&A INDUSTRIES The recruiting industry was just evolving when Larry Courtnage started C&A Industries Inc. in the basement of his Omaha home in 1969. Fifty years later, C&A is a national leader in staffing and recruitment with five workforce solution firms, including health care, serving clients in all 50 states.

Courtnage, upon induction into the Omaha Business Hall of Fame in 2018, attributed his company’s success to talented employees, top-notch training, teamwork and technology.

Today, Courtnage serves as C&A’s chairman. Day-to-day operations are handled by President and CEO Scot Thompson and the next generation of C&A talent, including Courtnage’s daughter Vicki Witovski and his stepsons Craig Wolf and Mark Wolf.

C&A’s first year of participation in the Best Places to Work survey in 2009 reaffirmed what the company already knew.

“As an organization, we’re big believers in employee surveys as a tool to quantitatively gauge employee satisfaction and engagement,” Thompson said. “We’ve been using broad-based surveys since 2005. Best Places to Work is another tool” for assessing progress and opportunities.

C&A’s string of Best Places to Work honors gets noticed.

“I meet with all new employees who come into the firm,” Thompson said. “A large portion mention that Best Places was a factor in exploring employment with us.

“We recently were recognized for having the best training and development programs worldwide. Training and development are very important to us and to our employees as well. Our training program is very broad and effective in helping people develop at work.’’

C&A has a philanthropic mindset.

“We’re a caring and giving organization,” Thompson said. “Participation in community projects is humbling. … It takes a special person to give their time and talent, and our people give consistently.”

Roughly 700 employees raised nearly $45,000 over three days for floor relief. “There’s a company match in that, but that’s how spe-

cial our workforce is,” Thompson said.

The average age of C&A’s diverse workforce is about 35, according to the CEO. “We have lots of new and expanding families,” he said. “We try to be an employer who is understanding and caring. Our business isn’t conducive to a work schedule that allows for working outside of normal business hours. But we’re as accommodating as reasonably possible. My instructions have always been that you’re expected not to miss your children’s events.”

The C&A culture honors, celebrates and thanks employees for contributions large and small. “A large success is the culmination of a lot of small successes,” Thompson said. Company outings and meals are favorite rewards. “We like food around here.”

The executive’s advice to other CEOs: “If you’re passionate about having a great workforce and understanding what’s important to them, you can’t do it well without measuring your success. You need a quantitative gauge like the Best Places to Work survey. Without it, you are somewhat flying blind.

And that’s not prudent long-term.”

PRIME TIME HEALTHCARE Sharon Auw is a compliance specialist with Prime Time Healthcare LLC. She makes sure health care professionals traveling with the staffing firm are properly

credentialed. It’s a job she’s been doing for a little more than a year after joining the firm as a recruiter in 2016.

Auw previously assisted doctors of anesthesiology and pathology in teaching programs at the University of Nebraska Medical Center.

Her clinical background has been helpful, but it wasn’t a prerequisite of her employment.

“You don’t have to have a medical background to work here. Our training program gets you up to speed. That’s something I appreciate. It shows me that the company recognizes that I want to learn,” Auw said.

“Referrals are big in our company,” she said. “We have a very low turnover rate and lots of referrals.

I can also guarantee that just about every other person you meet has heard about us.”

In her first weeks on the job, a team of fellow recruiters introduced her to Prime Time Healthcare’s corporate structure and culture, which she said helped her acclimate quickly. Hands-on training, job shadowing and critiques also were beneficial.

When it comes to the Best Places to Work survey, her employer asks for honest feedback. Employees appreciate that, she says. “Management is trying to learn and grow and be better each year.” .

Good things have come from survey responses, Auw said. Mentoring, team building, technolo-

gy upgrades, database upgrades, wellness incentives and community outreach and volunteerism opportunities are examples.

Auw’s employer celebrates successes large and small.

“Food might be brought in, or the whole office might to out for the day to celebrate a specific milestone,” Auw said.

Recognition at a Best Places to Work luncheon calls for a party bus, and maybe bowling before the luncheon and a post-luncheon stop.

Company-wide team-building exercises might take employees to a local ski slope, an escape room or business storefronts for Salvation Army bell ringing.

When referring candidates, she’s sure to note: Prime Time Healthcare is a fun place to work.

It’s also family-oriented. “If you need to leave for a child’s doctor’s appointment, you can. You have to communicate your situation, but they (supervisors) are always willing to work with us.”

Camaraderie is strong. “I have lots of relationships within the company. It feels like a family environment.”

Best of all: “We are growing and hiring. At any point, there is potential to offer yourself up — create your own position. The door is always open for new opportunities, either posted or suggested. There is no harm in asking. You never know.” chris.christen@owh.com, 402-444-1094

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O B J E C T PA RT N E R S

Object Partners offered a new perk in 2018 to reward consultants that billed at or above a certain percentage. Here, one of the groups poses at the Cancun trip in February.

Object Partners offers ‘100 percent free’ health care

By Maggie O’Brien WORLD-HERALD CORRESPONDENT

O

ne of Object Partners Inc.’s benefits is so great that new employees can’t quite wrap their heads around it at first.

Free health care. The software consulting firm covers 100 percent of employee health insurance premiums and expenses.

“I’ve been here eight years and haven’t spent a dime on health care,” said Mark Ruch, OPI’s director of consulting services.

“People say, ‘There has to be a catch.’ But no. It’s 100 percent free.”

The company’s headquarters is in Minnesota, but its satellite office in Omaha plays a key role.

Object Partners First place, medium category Offices: Headquarters in Minneapolis; office at 1303 S. 72nd St., Suite 201, in Omaha Employees: 40 in Omaha Primary business: Software consulting across multiple industries; specializing in platform modernization and transformation

GROWTH In six years, OPI has grown from roughly 16 consultants to 40 based in Omaha. Ruch said 2019 has been an especially good year so far thanks to a market uptick – the company hired more people between Jan. 1 and March 1 than it

did in all of 2018.

“Some of the big stuff companies were planning started to execute in the cloud environment,” Ruch said.

“It all went to fruition this year so we expanded our team.”

HIRING Object Partners looks for highly experienced, senior-level software engineers who combine both attitude and aptitude, Ruch said.

“It comes down to people who are self-driven and motivated to learn new technologies to be on the leading-edge of things,” Ruch said. “That’s a good chunk of what our consultants have to do. They don’t go in as an expert on the exact piece, but they have knowledge and experience and can adapt on the fly.”

TRAINING

well as technically.”

Object Partners offers its software consultants a yearly education and training budget of $1,000 to $2,000 for conferences, training, books and other resources that allows them to stay at the forefront of technology. Ruch said if an employee wants to participate in more job-related training, he or she can be reimbursed for the cost.

“It gives people an opportunity to learn about things they think are interesting and will help them in their jobs,” he said.

All pieces of OPI’s overhead, non-billing organization are geared to assist consultants on their ultimate career path. “We strive to put our consultants in jobs that challenge them intellectually as

CULTURE In addition to beer and cold brews on tap, the OPI office has a friendly, laid-back culture that employees both thrive in and appreciate, Ruch said. Everyone jokes around, he added.

“We had a client event, and a new hire who started this week started harassing one of our sales guys,” Ruch said. “Everyone gives everyone a hard time here.

“You know it’s a great culture when someone who has been here less than a week is comfortable enough to join right in. We treat our employees like adults, but we also have a lot of fun.”

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There’s no typical day at Vetter Health Services

By Maggie O’Brien WORLD-HERALD CORRESPONDENT

V

etter Health Services’ employees are known for treating every single man and woman they encounter on the job as the most important person in their lives.

And that’s no accident. “We are committed to a culture that builds on people’s strengths and maximizes their potential contributions to the company,� said Vetter President Glenn Van Ekeren. “The mission, vision and values are embedded into everything we do and every decision we make. They are the culture.�

Founded in 1975 with the purchase of their first facility, Jack and Eldora Vetter began a tradition of care that serves as an example of excellence to the profession.

WORKDAY There is no such thing as a “typical� day at VHS, Van Ekeren said. The company has 3,600 team members who serve 2,500 people at 31 facilities. “Every day is an exciting mystery and opportunity to meet the ever-changing needs in our profession. We are daily ‘dancing on a moving carpet’ and staying agile enough to meet those changing needs,� he said.

HIRING The right VHS candidates, company leaders say, have a “yes, I can� attitude and are committed to exceeding the expectations of the people they serve.

The VHS mission, “Dignity in Life,� is demonstrated every day by staff treating each client as the most important person in their lives. “Not everyone can succeed in our culture,� Van Ekeren said. “Only those with a passion to serve, undaunted commitment to excellence and desire to collaborate for the common good will flourish in our environment.�

TRAINING New employees are assigned two mentors who guide and support them throughout their first year of employment. In addition, other VHS team members and supervisors strategically check in on new hires at 30, 45, 60 and 75 days after their first day on the job. New team members also go through four to six days of individual orientation.

Employee growth and development is enhanced through an online learning management system that provides training to team members in areas such as benefits, compliance and core competencies. “Our training is individualized to ensuring

each team member has an opportunity to do what they do best and do it to the best of their ability,� Van Ekeren said. “Our passion is do whatever it takes to help them get there.�

RETAINING Vetter leaders believe it’s not their job to keep employees happy; rather, they work to create an environment where people can excel, build solid relationships and experience a high level of productivity. “Although we cannot make people happy, we can create a culture where happiness results from doing what we love to do and doing a lot of it with people we enjoy doing it with,� Van Ekeren said. “Strengthsdriven productivity results in employee engagement.�

Vetter Health Services Second place, medium category Office: 20220 Harney St. Employees: 62 Primary business: Health care management specializing in senior care

COMMUNITY SERVICE VHS provides community support through individual involvement in community organizations such as Community 360, Assistance League, Special Olympics Nebraska, CHI Health Foundation, the Brain Injury Alliance and Youth for Christ.

Every team member supports the Vetter Foundation, which positively impacts local charities, research, education and other charitable endeavors around the world.

V E T T E R H E A LT H S E RV I C E S

VHS team members volunteer at the annual Vetter Foundation Golf Tournament fundraiser. From left are Paula Schmit, Joel Wichman, Denise Holland and Cheri Mundt.

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BEST PLACES TO WORK IN OMAHA

• Sunday, April 14, 2019

OMAHA WORLD-HERALD

Verdant’s ‘amazing culture’ Flywheel says ‘great includes a lot of kudos culture’ helps company Verdant do ‘extraordinary work’

By Sue Story Truax

WORLD-HERALD CORRESPONDENT

W

hy do Verdant employees rate their company so highly?

Angela Schroeder, Verdant’s vice president of business development, sums it up in two words: “Our culture.”

“We have an amazing culture,” she said.

“It’s like a family. Everyone cares for each other.

“The family culture comes from the owners on down. Everyone feels like an important part of the family.”

Third place, medium category Headquarters: 12110 Port Grace Blvd. in La Vista Employees: 38 Primary business: Accounting

PERKS The Verdant family even acts like traditional families.

Members celebrate holidays and take mini vacations together. Employees get a cake on their birthday, poinsettias at Christmas and flowers for Valentine’s Day, Schroeder said.

Verdant also gives out gift cards and “brings in a lot of lunches for employees, she said.

“These are things we weren’t expecting,” Schroeder said, which makes them extra special.

Verdant also sponsors a Christmas social and party to celebrate the end of tax-filing season. The tax deadline party harkens to Verdant’s beginning as the accounting firm Goracke & Associates.

“We have a retreat for Verdant employees and their families at Mahoney State Park” with a campout and social activities, she said.

Verdant also celebrates its culture with company meetings every Wednesday during which kudos and appreciation flow, she said.

TEAMWORK “Our teams are really close” within Verdant’s four working divisions, Schroeder said. “Everyone feels they have a voice and buys into the company vision.”

The divisions are Verdant Creative, a graphic design and marketing agency; Verdant Wealth for financial advice; Verdant Coverage, which shares Medicare information; and Verdant Accounting.

Verdant also has another set of teams that “go across the four divisions so everyone has input,” she said.

Based on their skills and interests, employees choose a cross-divisional team to be part of, Schroeder said.

The cross-divisional teams are outreach, which plans company community service projects; culture, the party planners; systems and innovation, which focuses on changes within the company; and Face the Nation, which specializes is networking.

COMMUNITY SERVICE All Verdant employees devote time, money

By Maggie O’Brien WORLD-HERALD CORRESPONDENT

Y

eah, yeah, Flywheel is one of those tech companies that offers awesome and unusual perks — scooters, beer and dogs in the office are just a few.

But co-founder and CEO Dusty Davidson is more proud of the startup’s 12 weeks of maternity and paternity leave.

“We want to be a welcoming place for families and new moms and dads,” he said.

“Once we have good humans who are passionate and professional in the door, we support them and do everything we can to make sure they are happy so they can do their best work.”

Flywheel Fourth place, medium category Office: 1405 Harney St. Suite 201 (moving to Millwork Commons later this year) Employees: Headquarters in Omaha: 160; an additional 40 in Europe and Australia Primary business: Helping customers build, launch and manage WordPress websites.

RECRUITMENT

VERDANT

Verdant employees plant a garden at Mosaic Omaha, which serves individuals with intellectual disabilities.

Humanity is Flywheel’s top employment requirement, followed by passion, drive, curiosity about the world and a willingness to learn and grow. The company helps customers build, launch and manage WordPress websites.

“We look for people who are impressive.

You know in two minutes whether somebody is really special or not,” Davidson said.

“Flywheel was built on the premise that if you get the team right everything else falls into place.”

Joked Davidson: “My partners and I aren’t that smart, so we surround ourselves with extraordinary people.”

or both to community projects that serve others, Schroeder said. The outreach committee decides what activities for nonprofits that Verdant employees will focus on, she said.

Last year, employees adopted a family for Christmas; planted a garden at Mosaic Omaha, which serves individuals with intellectual disabilities; and held both coat and blanket drives.

This year, Verdant employees are putting on a June 26 golf tournament at Pacific Springs Golf Club to benefit Chariots4Hope. The nonprofit provides low-income families and individuals with reliable transportation.

RETENTION

TRAINING

Flywheel boasts market pay, unlimited vacation, a casual, creative environment, team lunches, free gear and yes, scooters, beer and dogs.

“It’s fun but with velocity,” Davidson said.

“That sort of culture is pushing and growing and thriving, but at the same time life is too short to spend your life sitting in a cube all day.”

Davidson believes even the building and

Depending on the company division, ongoing education varies so that employees can keep up with their skills and any required educational credits. Each division accounts for its own skills and needs.

Verdant rebranded itself in 2017, Schroeder said, adding other business activities. For 70 years, Goracke & Associates was strictly an accounting firm.

F LY W H E E L

Flywheel kicks off the start of its offering of 24/7 support.

“Retention starts at the beginning,” Davidson said. “It starts with finding the right people in the first place.”

For Davidson and his partners, though, employee development and retention go hand in hand. They invest in leadership development for every employee, from entrylevel techies to senior positions because “we want Flywheel to be known as a place that nourishes extraordinary leaders. I want every Flywheeler to report to an extraordinary leader.”

workspace impact productivity. Right now, the company’s Omaha employees are divided among three buildings, but by summer 2020 Flywheel is planning to bring them under one roof by moving to Millwork Commons, a $300 million redevelopment project in north downtown.

“A great culture helps us all do extraordinary work,” Davidson said.

CULTURE

GROWTH Flywheel, which opened in 2012 with Davidson and his partners, has 160 employees in Omaha and 40 in Europe and Australia. The market exploded, and Flywheel has grown to boast a global presence in technology and marketing. Davidson projected 80 to 100 percent more growth in 2019, both in numbers and in revenue.

“We’re still at the early edge of our journey,” he said. “We’re on a rocket ship, and we’re excited for the future.”

BEST PLACES TO WORK IN OMAHA

OMAHA WORLD-HERALD

Sunday, April 14, 2019 •

11W

Meet the goal and everyone gets a trip at RTG Medical

By Sue Story Truax WORLD-HERALD CORRESPONDENT

G

rowth that has more than doubled the number of RTG Medical employees in just three years has not harmed employees’ opinion of the company they work for.

“This is our third year being on the list (of best employers). It’s meant a lot this year because we’ve grown, and our employees still feel valued and heard,” said Veronica Barrientos, marketing and branding ambassador for RTG Medical.

The Fremont company considers itself an Omaha-metropolitan area business, she said, adding that more than 50 percent of its employees live in Omaha.

Recent flooding did not touch the company’s headquarters although individual employees were affected, she said.

FAMILY ATMOSPHERE When employees are asked why they rate RTG Medical so highly as an employer, Barrientos said: “They always say it’s because of the family atmosphere.” The company has retained that family feeling despite adding 50 employees to its previous 40 in such a short time, she said.

WORKDAY

COMMUNITY SERVICE

Recruiters make up the majority of the workforce, she said, and those 60 recruiters are “on the phone quite a bit.”

An employee can work with a medical professional for 10 years and never meet the person face-to-face, she said.

Most employees use lunchtime to focus on their physical, medical and mental health, Barrientos said. Employees often have lunch together, spend time in the employee lounge or work out in the company gym.

Volunteering is a priority at RTG Medical.

The company partners with Special Olympics of Nebraska, the Fremont Family YMCA, the Dodge County Humane Society in Fremont and the Nebraska Humane Society in Omaha.

“We are the official apparel provider for Special Olympics Fremont” and employees hand out the athletes’ uniforms, she said.

Seeing the excitement and joy on the competitors’ faces makes the employee and company effort worth it, Barrientos said.

Employees also build cat towers and make dog beds for the humane societies.

In 2019, RTG will donate more than $80,000 to its official community partners.

CELEBRATIONS RTG embraces March Madness, she said. Even though work goes on, the company sets up four flat-screen televisions for employee game-watching when they’re not working. RTG Medical also brings in food for March Madness munching.

Not all the breaks take place in-house.

“The company sponsors outings every month,” Barrientos said. These include bowling, a Labor Day golf tournament, volunteer ventures and a Memorial Day wiffle ball tournament.

“We plan activities that positively impact company culture,” she said.

RTG Medical Fifth place, medium category Headquarters: Fremont, Nebraska Employees: 90 Primary business: Medical staffing agency

MEETING GOALS When company goals are met, an annual celebratory trip includes every employee and one guest for each, Barrientos said.

RTG Medical’s goals were met four years of the last five, she said.

Trips have included visits to the Bahamas and cruises, so everyone is excited to learn where the next trip will be, she said.

And everyone is invested in meeting those goals because of the big reward

RTG MEDICAL

From left, Jamie Parsons, Adam Andersen, Christy Hinman and Jason Guenthner volunteered on behalf of RTG Medical at Fremont Area United Way’s Food Packaging Day.

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• Sunday, April 14, 2019

BEST PLACES TO WORK IN OMAHA

OMAHA WORLD-HERALD

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