a Summit Materials company
www.cornejocorp.com 316-522-5100 SAFETY TALK Developing a Safety Culture From the Bottom Up NOV 2018
crews aren’t just listening to me every time. A few years ago, we brought in a trainer on ergonomics. She taught our teams stretches and movements and got everyone out of their seats. By the end of it, we were all laughing and having a good time. We aim to bring in training that benefits our employees from work life to home life. I’d like to think we’re at the forefront of safety initiatives at Cornejo & Sons. From time to time, we get calls from other construction companies asking what we’re doing about an OSHA change, and I’m happy to talk safety with them. If we can collaborate to make construction safer and keep our people safer, then we should. seriously. At the end of the day, whether it’s climbing out of the truck using three points of contact or placement of equipment at a job site, if someone gets hurt, it’s going to mean missed time from work. I drive home that it’s in an employee’s best interest to be safe, not just for the company or the rules, but for them and their families. Yes, my title is safety director, but at the end of the day, when we ask any employee who’s the safest person You’ve probably noticed I’m just a little passionate about safety. I take my job
Since HR and safety work closely together, my HR background helps me out in having conversations with our crews. I build trust by visiting our job sites and physical plants. Obviously I’m there to talk safety, but at its core, safety is about looking out for one another. I’m not there just telling them what needs to get fixed. I ask how the crew is doing, how the project is going, how their kids are, and use that as a segue to mention, “Hey, I was driving into the plant and saw these safety concerns. Can we do something about it?” I was in their position at one time, and asking about someone’s day goes a long way toward making them feeling open and receptive to concerns. I want every employee to feel good about coming to me with safety issues or concerns and having those conversations. We have a large Hispanic population within our company and community, and being bilingual also helps me make sure messages are getting across to everyone in the crew. There’s a level of comfort there when I can speak with an employee in their own language and address a safety concern. At every level, training focuses on safety. We put everyone through the Speak Up Listen Up training through Caterpillar, which teaches how to communicate and give feedback if safety concerns arise. Our annual trainings address changes to OSHA, MSHA, and DOT and cover topics related to safety. It’s not just me leading these — we bring in internal and external speakers so our
I started with Cornejo & Sons in 2011 as a ready mix dispatcher before moving into a safety position on a wind farm project. Since then, I’ve gone wherever I’m needed for the company, from field work to admin and HR to safety. After taking on an HR assistant role, I transitioned to assistant safety director. When my director moved to the corporate office, I filled in until I was appointed to full- time safety director, where I am today. I’ve been in the office and the field and learned how both sides work, something that gives me a leg up in my approach to safety. If my experience is any indication, Cornejo & Sons provides opportunities for employees to grow. Starting from the bottom and working my way up put me in a good position to understand what our teams are dealing with when it comes to implementing safety, and I don’t take that for granted. Something we pride ourselves on at Cornejo & Sons is having a good safety culture. If you ask employees where we are now compared to five years ago, I’d like to think they’d all say we’ve definitely improved. Management has been a big part of this improvement as well as encouraging more employee buy- in. Employees are involved in committees and bring up topics on how to eliminate safety issues and mitigate hazards. Each crew has a safety ambassador who the crew can feel comfortable talking to. We want to engage employees with safety so they take ownership of their safety and recognize it’s in their hands. At the end of the day, I can’t be everywhere and see everything, but they can.
they know, they should all say themselves. The work we do is serious, and we have to take it seriously. Omar Franco
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Build-Pride, a construction career advocacy organization, continues to gain momentum with the addition of Cornejo & Sons as an Associated Partner Company. Cornejo & Sons and all their subsidiaries are dedicated to providing quality services and materials to the construction industry in Kansas and throughout the Midwest. Exceeding their customers’ expectations and providing resolutions for their construction projects is a top priority for Cornejo & Sons. “Attracting and training quality employees for a career in the construction trades is vital for the continued growth of Cornejo & Sons,” says Jacob Wayman, Business Development Manager at Cornejo & Sons. “We’re excited to join our colleagues in supporting the work that Build-Pride is doing to engage students all across Kansas and showcase the opportunities to build rewarding careers in construction right here in Kansas.” Build-Pride was born in 2016 when a group of construction industry leaders recognized the looming threat they faced in recruiting enough talent to meet forecasted growth in their industry. Together, leaders at Zernco Inc., Hi-Tech Interiors, and Mahaney Roofing provided the seed funding that created Build-Pride and began a program of reaching out to students, parents, and educators across Kansas to create a better understanding of the lucrative opportunities provided by careers in the construction trades. “It’s exciting to see a leader in the construction industry like Cornejo & Sons join us in the Build-Pride movement,” said Ashley Thill, CEO of Zernco Inc. and board member at Build-Pride. “When leading construction companies band together, our resources are more effective in solving a common challenge to our industry.” Construction Career Advocacy Organization Continues to Gain Momentum to Fill Critically Needed Roles in Kansas Construction Industry CORNEJO & SONS JOINS BUILD-PRIDE MOVEMENT AS AN ASSOCIATED PARTNER COMPANY
Scaling a business is one of the most complicated challenges for entrepreneurs. Developing a model that allows for consistent growth while maintaining profit margins and effective systems is a substantial task for business owners. But once the proper blueprint is in place, a new test presents itself, and how well you perform will undoubtedly define the future success of your company. Hiring plays a significant role along a company’s path to success. It’s not a landmark or a checkpoint on the map; it’s the vehicle that takes you to your destination. Your business is only as good as the people who propel it forward. You need individuals who fit into your culture, possess the necessary skills to be effective, and have a desire to continue learning best practices if you’re ever going to achieve your goals. Some qualities are universally known to be linked to good hiring practices, but there’s still one important question that divides the masses: Do I hire for experience or potential? EXPERIENCE A degree- or trade-specific education can certainly lay a foundation for an employee to be successful, but experience provides specialized training that cannot be found anywhere else. An employee who has a working knowledge of their craft can provide a sense of security when hiring. With new employees playing such a pivotal role in growth, many employers want to limit uncertainty and ensure they aren’t gambling with their company’s future. But experience doesn’t equate to competency, which is why some employers elect to hire for potential. POTENTIAL The argument for hiring based on potential centers around two concepts. One is that by hiring someone with a bright future and helping them achieve their goals, you could gain the loyalty of that person and thus retain that employee for a longer time. This comes with the caveat that those who have potential also look for potential, so as an employer, it’s important to provide opportunities for advancement. The other argument is that potential combined with training can equate to a more effective employee in the long run. In truth, the disagreement that transpires is a moot point. You can hire someone with experience or an individual with potential and strike out just the same. All successful employees will have one important trait: passion. You can’t teach passion, but you can hire for it. What Matters More in New Hires? EXPERIENCE VS. POTENTIAL
Members of the Board of Directors include the following:
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Ashley Thill, Zernco, Inc. CEO
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Damon Young, Mahaney Roofing Vice President
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Scott Ludwick, Harbinger Concrete CEO
• Jason McCracken, Hi-Tech Interiors Chief Operations Officer • Michael Greenlee, Retired Sergeant, First Class, Build-Pride Chief Ambassador Build-Pride founding partners are Zernco Inc., Mahaney Roofing, Hi-Tech Interiors, and Harbinger Concrete. Associated partner companies include Cornejo & Sons and Diversified Construction.
More information about Build-Pride can be found at Build-Pride.com.
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WHEN YOU CAN’T SAY YES
3 Ways to Say No Without Losing a Customer
ASK FOR CLARIFICATION If you have changed anything in your
no to a client, making sure they feel heard and respected can go a long way toward maintaining that goodwill. Acknowledge the issue they are having, empathize with their frustration, and make sure your client knows you are listening by using their name and saying, “I understand.” You can’t say yes to every request, but you can remind clients that you value their support and appreciate the effort it took for them to contact you. Saying no is not bad customer service. When you take the time to say it the right way, you’re actually doing the client a favor because it means you aren’t wasting their time.
Has a client ever asked you for something you didn’t have the resources to provide? Have you ever had a request to do something that’s against company protocol? Do clients want you to bend over backward on a task that isn’t worth the ROI? On these occasions, you are perfectly justified in saying no. But clients rarely like being turned down, so it’s important to learn to say no without losing a paying customer. OFFER ALTERNATIVES Maybe a client has asked for something you don’t traditionally offer. Unless this is a rare opportunity to branch out and begin offering a new service to all clients, it doesn’t make sense to run yourself ragged fulfilling a niche request. Avoid the fear of letting your client down by referring them to another place where they can get what they need. This way, you get to say no while still being the person who helps the client get what they want.
company, be it the software interface on your website or your pricing structure, you may have frustrated clients who demand things go back to the way they were before. Since that’s not an option, try to determine exactly what they are upset about. By asking a client why they prefer the old way, you might learn that they are having trouble accessing important information in your new software or that the new price increase is beyond their budget. Armed with this information, you can hopefully find a solution for what’s really troubling them. This is also a good time to explain the reason behind the change, if possible. Clients can be more accepting when they understand something better. MAKE CLIENTS FEEL HEARD In every interaction, people want to feel listened to. Even when you have to say
TAKE A BREAK
No matter how you cook your bird for Thanksgiving, it will taste better if you brine it beforehand. Break out your biggest cooler and some ice to ensure that your guests rave about your turkey. A SIMPLE BRINE FOR SUCCULENT TURKEY
INGREDIENTS
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2 large sprigs thyme
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3/4 cup plus 2 tablespoons kosher salt
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2 bay leaves
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3/4 cup sugar
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1 tablespoon black peppercorns 1/4 teaspoon crushed red pepper flakes 1/4 teaspoon fennel seeds (optional)
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1 carrot, peeled and diced
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1 large onion, peeled and diced
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1/4 cup celery, diced
INSTRUCTIONS
SOLUTION
3. Add 6 quarts cold water to brine. Add turkey and submerge completely. Brine chilled for up to 72 hours.
1.
In a large stock pot, bring salt, sugar, and 4 cups water to a boil. Stir until all ingredients are dissolved.
2. Turn off heat and add remaining
ingredients. Place brine in the fridge, uncovered, until cold.
Inspired by Bon Appétit magazine
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316-522-5100 www.cornejocorp.com
PRST STD US POSTAGE PAID BOISE, ID PERMIT 411
2060 E. Tulsa St. Wichita, KS 67216
a Summit Materials company
From the Safety Side Debunking Experience vs. Potential in NewHires Cornejo & Sons Joins Build-Pride Movement as an Associated Partner Company Can You Say No to a Client? A Simple Brine for Succulent Turkey What Are Companies Thankful For? INSIDE THIS ISSUE 1 2 3
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SAY THANK YOU LIKE YOU MEAN IT AN ACT OF GRATITUDE OR A HOLLOW GESTURE?
The best way to make your thank-you feel authentic is to genuinely be authentic. Yes, an unexpected gesture can reflect well on your company and encourage clients to talk you up to their friends and family, but potential referrals should be a perk of giving back, not the main goal. Practice genuine gratitude this Thanksgiving, and it will be well-received.
you notes at Helpscout.net/blog/how-to- write-a-killer-thank-you-note.
Thanksgiving is a time to express your gratitude to the people in your life. During this time of year, plenty of companies talk about how thankful they are for their clients. But more often than not, to those clients, words of thanks feel like just another sales gimmick. If you want to show your clients how much they mean to you, here are a few ways you can express that thanks authentically. SEND A THANK-YOU NOTE Getting a letter in the mail is a nice feeling. Taking the time to send a client a handwritten letter is the kind of pleasant surprise that really makes someone feel good. Obviously, a handwritten note will take more time to craft than an email, so it’s okay to send fewer notes in order to really make an impact. Find some tips for writing awesome thank-
GIVE THE GIFT OF FOOD We all need to eat, so what better way to say thank you than with a sweet treat? You may not be aware of any unique dietary restrictions your client may have, so it’s best to play it safe. A tin of cookies or some peppermint bark will delight almost anyone, but if your client is a fitness company, they may prefer a healthier treat, like a fruit basket. DONATE TO A CLIENT’S FAVORITE CHARITY A great way to show that you care is by helping a client give to their favorite charity or cause. If you happen to know a charity near and dear to their heart, you can make a surprise donation in their name, or you can reach out and ask them directly. It’s the season of giving, after all!
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