Goodlettsville, TN – Des Case Corporation, a manufacturer of specialty filtration products that improve process equipment reliability and extend lubricant life, has been named a Tennessean Top Workplace in an annual competition that identifies companies with the most desirable workplaces.
A national program orchestrated by 30 regional daily newspapers across the United States and employee survey firm Workplace Dynamics, the competition surveys the employees of all participating companies with more than 35 regional employees and grades their company based on workforce attributes that include leadership, communications, career opportunities, working environment, managerial skills, pay and benefits and profiles the company’s organizational health. Des-Case ranked 20th in the small company category in Middle Tennessee.
“This is a very satisfying honour that speaks equally of the strength of both our workplace and workforce,” said Brian Gleason, president and CEO of Des-Case. “When employees enjoy where they work and feel they have the freedom to accomplish great things, not only do you retain them longer, but employees produce better products and deliver support services that truly make a difference in customer retention. We believe our focus on these attributes is just as critical to our success as what we spend in technology and R&D. It’s a key reason why we’ve continued to grow.”
As a result of the recognition from the competition, Gleason developed a list of five ways to build a workplace where employees love to work
1) Show them the vision and give them the freedom to help attain it. Help employees see the end goal so the day-to-day efforts make sense. Then stand back so they can take detailed steps to help get you there.
2) Be open and transparent. If you’re not open with employees, how can they perform? People can’t read minds. Give them all the information you can so they better understand the entire picture.
3) Help employees see their impact. Knowing they can actively affect the company’s bottom line will always spur employees towards achieving big hairy audacious goals. Set clear metrics and hold everyone accountable to reaching them.
4) Train them up. When employees know what to do and how to do it, they’ll become valuable parts of the team. Leave them guessing about the broad steps to take and only a few will perform as well as they can … or as much as you would hope.
5) Be human. Employees want to work and win for a boss who treats them like family. Yes, families can sometimes be demanding, but people respond better when a human heart is involved.