Empowerment, Team Building, Hiring Attitude Over Skill: N.J. Execs Discuss How they Foster A Positive and Effective Work Culture

The Edge for APRIL 2019

Daniel A. Schwartz, Managing Member, Chiesa Shahinian & Giantomasi, Melissa Gutworth, Assistant Professor, Feliciano School of Business at Montclair State University and Ralph Albert Thomas, CEO and Executive Director, NJCPA

We asked New Jersey business executives to share their strategies for fostering high-morale and high-efficiency among employees. Their answers boiled down to clear communication, empowerment, team building and hiring attitude over skill. Here is what they said:

Implement a Compensation Structure that Inspires Teamwork

Our attorneys are encouraged to bring in new business together - an approach that provides prospects with confidence that they will be served by a close-knit team of legal professionals. The firm’s non-formulaic compensation structure fosters an environment in which attorneys treat each other’s matters as their own and work together. Our employees also are empowered to spearhead charitable initiatives.

– Daniel A. Schwartz, Managing Member, Chiesa Shahinian & Giantomasi

Ensure All Voices are Heard

The best way to maintain an environment where employees feel valued is to keep the lines of communication open. And that starts at the top. Whether it’s a discussion about a new project idea, a different way to engage with members or a conversation about the weekend, it’s important for employees at all levels to know they can talk to me or others in senior leadership at any time. Having a diverse leadership team as well as diverse staff helps ensure all voices are heard.

– Ralph Albert Thomas, CEO and Executive Director, NJCPA

Follow these Five Steps to a Strong Workplace

1. Create an environment for learning, knowledge-sharing, and career growth through training and promotions.
2. Encourage transparent communication. Communicating openly implies trust in the people with whom you work and creates a sense of belonging.
3. Cultivate visible, nurturing leaders that inspire and enable success of the individuals they lead. Leader accessibility through regular check-ins and listening demonstrates a company that cares about its employees’ success. A simple thank you acknowledges that contributions are valued.
4. Hire attitude over skill. People who embrace change and love their jobs are more likely to achieve results. Positivity builds engagement and fellowship.
5. Celebrate wins and special occasions. Celebrating sets a positive tone, encourages team interaction and demonstrates a company that cares about people, not just as workers, but as human beings.

– Brydget Falk-Drigan, Executive Vice President, Chief Human Resources Officer, Peapack-Gladstone Bank

Work Well Together and Play Well Together

I update everyone at the New Jersey office with a short, monthly video—and on the firm’s intranet site—that celebrates our successes, announces new service offerings, discusses industry trends, and acknowledges staff milestones and contributions. Part of this communication includes reinforcing the firm’s core values of mutual respect and colleague support. We reward collaborative teams with items like gift cards. Social events also go a long way toward enhancing a positive, team-driven atmosphere. These include our company sports teams, and monthly birthday celebrations, EisnerAmper Cares volunteer days.

– Jay Weinstein, Partner-in-Charge of EisnerAmper’s New Jersey office

Give Employees Freedom to ‘Break Rules’ (Sometimes)

Some rule breaking can help an organization. Situations, such as an employee honoring an expired coupon for a long-time customer, may violate policy, but foster customer loyalty and future business, Gutworth said. In these situations, breaking rules to benefit the organization’s ultimate goals likely outweighs potentially negative outcomes.

– Melissa Gutworth, Assistant Professor, Feliciano School of Business at Montclair State University

Value Employee Ideas

Building a team of people with different backgrounds, experiences, cultures and perspectives is key to a positive and effective workplace. Everyone’s ideas can have a big impact. We do a lot to generate employee ideas, implement them and celebrate them. Our Employee Resource Groups are crucial to bringing fresh insights, and serving as a resource for both our company and our employees.

– Gary Stockbridge, Atlantic City Electric Region President

Celebrate Every Success

We celebrate every success. Employee celebrations include an annual Employee Recognition Dinner honoring 400-plus employees celebrating service milestones; and an annual employee family picnic. We also have ‘Pat on the Back’ and ‘Employee of the Month’ programs. Staffing schedules include 12- or 10-hour shifts. This alternative scheduling helps meet the needs of our workforce and serves as a recruitment magnet, while allowing us to provide quality patient care and excellent customer service.

– Glenn E. Nacion, Vice President & Chief Human Resources Officer, Trinitas Regional Medical Center

Hire Slow

One piece of advice stands out: Hire slow and fire fast, particularly when it came to the leaders on major assignments. It can take quite a while to grow and find leaders who truly fit the philosophy, approach and culture of an advisory firm, so you are constantly recruiting. When you make a mistake, you have to be willing to undo/redo quickly. When the team leaders fully represent the approach, the energy, the respect, the drive that reflects the firm’s philosophy, everyone is enthusiastic. Specialists feel appreciated and associates see advancement opportunities.

– Aldonna R. Ambler, President, Ambler Growth Strategy Consultants

Consider Every Team Member an Entrepreneur

We launched two initiatives over the past year to foster entrepreneurism. We formed an Innovation Council, which has a mix of tax, audit and consulting professionals from different levels of the firm. It meets regularly to discuss challenges in a rapidly changing, tech-driven business environment, and to brainstorm ideas to address them. We also established a Team Member Advisory Board, which proposes new ideas to improve the workplace. The board starts with an unlimited number of ideas proposed by the board members, then narrows them down to a list of three or four of which the team will ultimately implement. Both initiatives have been successful in generating new ideas to bring our people together.

– Bill Hagaman, Managing Partner and CEO, Withum

Create ‘Culture Champions’ on Your Team

We believe every team member is an innovator and can do their part to make health care better for those we care for and our care team. Our ‘team member campaign’ focuses on more than 20 frontline team members who illustrate their personal connection to one of our shared beliefs: Creative; Courageous; Compassionate; Collaborative. In the meantime, our more than 50 culture champions provide input on programs and communications we are rolling out and take those programs and messages to each location.

– Robert C. Garrett, CEO, Hackensack Meridian Health

A Healthy Employee is a Happy Employee

It’s important to create an environment for our employees where the healthy choice is the easy choice. For example, when craving a snack, we have a cafeteria and vending machines that offer healthy alternatives to candy bars and soda. During breaks, there is a walking path outside. We also provide scheduled on-site biometric screenings, flu shots, and team-building seminars onsite. Employers are in a unique position to help employees take charge and improve their overall health. Employees spend a significant part of their day in the office and it is important to us that our employees feel safe, motivated and valued. We find that investing in their health at the workplace not only maintains or improves their health but can increase satisfaction, productivity and teamwork.

– Paul Marden, CEO, UnitedHealthcare of New Jersey