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O P I N I O N
Exceptional success
A lot of firms say they have a great culture, but for that to be true, a firm must be intentional about implementing its core set of values.
A t Mead & Hunt, we say we are an “exceptional” company with a unique culture. Many firms probably feel this way about their own organizations, so what makes Mead & Hunt different? And how have we maintained our culture considering our geographic and population growth? What holds it all together? Several ingredients contribute to our uniqueness. Each item alone isn’t exclusive to our organization but combining them results in Mead & Hunt.
Wendy Culver GUEST SPEAKER
Our employees share a set of values, principles we believe in. Take care of people. Do the right thing. Do what makes sense. Our formal list of values is longer, but those three items capture the gist of it. Those who share these values typically stay at Mead & Hunt a long time. Those who don’t often leave before spending much of their career here. Our values are evident at every Mead & Hunt office. We foster this by encouraging employees and leaders to visit other offices. This promotes and emphasizes cultural integration throughout the company. Mead & Hunt’s emphasis on taking care of employees has resulted in a multi-faceted human resources department. Our HR team is comprised of benefits specialists, learning and development coordinators, recruiting and hiring staff, and
internal communications experts. Our philosophy is to provide whatever we can to employees. Employees can then give full attention to the work they are good at and take care of our clients’ needs. This results in high client satisfaction. Our chief human resources officer reports to the highest position in the organization, the chief executive officer. I know companies whose HR department reports to the chief financial officer or the chief operations officer. To us, that sends a message that finance and operations are emphasized more than employees. To fully invest in employees, Mead & Hunt doesn’t have a training budget. There’s no maximum annual dollar amount per employee. If someone needs training, they need training! Mead & Hunt
See WENDY CULVER, page 4
THE ZWEIG LETTER June 18, 2018, ISSUE 1253
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