The Linpac Legacy (CONT’D FROM PAGE 26)
“One time early in my career, I told Bob that I needed to talk to the human resource department because I had
a problem with one of the em- ployees. Bob said, ‘Wayne, we don't have a human resource department. You and Nigel are our human resource de- partment!’ When I asked about talking to our attorney, he said we didn’t have one and that I should go find one in the Yel- low Pages! It was quite a rude awakening for me.”
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Wayne Long
Long continued, “Linpac really did care for their peo- ple. Instead of reducing staff by half every time business slowed down, we guaranteed the guys in the plant they would get paid for 40 hours a week, no matter how little work we had. Then I put it on Cole’s ass and mine to go out and sell enough business to keep our employees busy for 40 hours a week. It made a big difference to them be- cause they could feel secure in getting a paycheck every week and it really put the pressure on Cole and me to make sure that we sold enough business to keep the plant going. As I remember, it worked out pretty well.”
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From left, Bob Lang, Nigel Roe and Tim Lingard.
Long also applauded Linpac’s ability to make decisions quickly. “There wasn't any of this ‘let me write a report’ or ‘you need to get this study done’ like they were doing at the integrateds, where it often took months to make a single simple decision.” Long also remembered trying to “sell” Mr. Cornish on making e-flute because the market didn’t have it. “I felt it would be a great opportunity for us, so I sat down with him
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Len Prazych at 518-366-9017 lprazych@nvpublications.com
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December 23, 2024
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