Jack Miller makes sure his company is investing in its employees. Every other month, he gathers his team. During those meetings, which last an hour or two, Miller provides a company update, safety training, and instruction about skills or building knowledge.
At the core of the business are “the development of our team and the fostering of a culture that values the person,” Miller says.
In addition to in-service events, Miller holds a development meeting for each employee once a year. Before that meeting, a peer and a manager of the employee’s choosing each fill out a form that asks for one thing the employee should start doing, one thing they should stop doing, and one thing they should keep doing. The employee also has a chance to provide input. Then the employee, their manager, and the company’s human resources rep meet to discuss the employee’s performance and set goals for the upcoming year.
Following the meeting, the employee’s manager and the HR rep recap the meeting for Miller. Then, Miller takes the employee to breakfast or lunch to talk. He asks if there’s anything they forgot to bring up or regret not bringing up in the meeting. Aside from the business intelligence he gains from it, the meal is a way for Miller to maintain a personal connection to each employee.
The company also conducts quarterly check-ins with each employee to evaluate how the employee is performing and how well they’re meeting their goals.