The 28 employees of Anthony Wilder Design/Build, a remodeling firm in Cabin John, Md., act like they own the place.
They don’t. But owners Anthony and Liz Wilder have given them full access to the company’s financial records. They share their reasons for every decision. And they authorize staff members to make decisions—as long as they’re in line with the owners’ high standards for quality and customer service.
Result: Employees have an intimate understanding of the ultra-competitive remodeling industry. In fact, when the Wilders had to cut employees’ pay a few years ago—by 20% for most—nobody quit because of it.
A bonus plan based on profits gives employees a stake in the success of the company.
Liz Wilder notes: “Unless we have good people, we can’t provide the kind of service we want to for our good clients.”
To that end, the couple pays 100% of employees’ health care premiums, offers flextime to those with family obligations, pays for education and even takes the whole staff along when the firm wins awards handed out at national conferences.
Contact: Liz Wilder, (301) 907-0100.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Verizon keeps moms-to-be in shape with wellness perks
- The 10 best ways to retain working mothers
- Reduction in force? Make sure severance packages are equitable for similar employees
- Meal breaks: You must make them available; you don't have to force employees to eat