Aug 19, 2024Celebrating Employee Retention at ELR
See What’s Behind an Extraordinary Employee Retention Rate
E.L. Robinson Engineering (ELR) proudly celebrates 46 years of excellence and a remarkable employee retention rate of 93% for those who have been with the company for five years or more. To help explain how we accomplished this exceptional longevity and success, we interviewed several long-term employees who have dedicated their careers to ELR to get some insight into why they have stayed. Here's what we learned.
The Essential Role of Company Culture in Employee Retention
Whether with us for eight years or 38, the first thing our employees say drives them to stay when we ask about employee retention is about the other people around them, how they treat one another, and the culture they create together through positivity, team building and community.
A Positive Atmosphere
"The office has a great group of people. Everyone gets along with little to no personal conflict. Coming to work where there is a positive feeling is great," says Dr. Kevin White, Director of Operations for the Columbus, OH office, with ELR since 2006.
Lauren Hedges, PE, a Structural Engineer in Cleveland, who has been with ELR for 10 years, echoes this sentiment: "I love that ELR feels like a family. Everyone gets along well and truly enjoys working together. We enjoy collaborating at work and spending time together outside of work."
Team Building and Community
ELR's commitment to team building fosters a sense of community among employees and contributes deeply to employee retention. Louis Schulte, a Geotechnical Engineer in Columbus since 2011, cited the importance of shared experience for employee retention, "ELR makes a concerted effort to team build, which in turn encourages employees to enjoy time together outside of the office. For example, the Columbus office participates in golf and kickball leagues outside of the office."
Todd Garnes, a CAD Manager/Civil Designer with over 25 years at ELR, appreciates the trusting and supportive culture: "The company culture at ELR is very relaxed and family or community feeling. We are professionals and get the work finished, but no one is looking over your shoulder and micromanaging."
Personal Connections
Charleston, WV Field Construction Inspection Manager and 23-year employee, Heather Woods-Shaffer, highlighted a valued connection to the company's leadership as a key motivator: "My respect for Jack Pendleberry was my start. I stayed because we all felt like [founder] Ed Robinson cared about us, and we cared about him. You just do not find that with other companies."
In fact, Woods-Shaffer is also one of our “boomerang” employees. She left for about a year early-on, but returned quickly, and never looked back, sharing, “Ed Robinson called and asked me to come back. I did.”
Defining and Delivering Work-Life Balance for Employee Retention
In a service-based business filled with driven and dedicated professionals, the line between work and life can seem thin, or even non-existent at times. That makes the effort to deliver and maintain work-life balance and support one another even more important to employee retention and satisfaction.
Redefining Balance
Schulte explains, “The basic realities of our industry are that projects have deadlines, and sometimes we have to work to meet those deadlines. ELR succeeds because employees are cross trained, and never work on an ‘island’ so to speak. If you’re working long hours on a deadline, the chances are you’re getting help from others to ease the burden.”
Employee & Family Focused Philosophy with Supportive Policies
Beyond the natural ebb and flow of work and priorities, we maintain an institutional support system that has helped deliver long-term employee retention, facilitating work-life balance through various policies and practices.
Michael Lutes, a Transportation Engineer in Cleveland since 2016, explains, "ELR is very supportive of maintaining a healthy work-life balance and encourages activities outside of work."
Putting the fine point on the connection to employee retention, Woods-Shaffer adds, "We have always operated on the belief that family comes first. When you feel that the company that you dedicate so much time and effort to actually cares about your wellbeing ... that deserves loyalty!"
Clients, Projects, and Positive Challenges at the Heart of Employee Retention
The work is always at the core of employee retention and satisfaction, especially when those employees are in an advanced professional field like engineering. It’s the day-to-day details, client interactions, constant change, and results that make all the difference.
Client Relationships
“I find working and getting to know our clients very satisfying. I really enjoy meeting and discussing the client’s wants and wishes at the beginning of a project. Many times, clients will have my direct phone number and have called to discuss aspects or concerns of a project. Direct communication, respect, and partnership with clients is a large part of ELR’s success,” Garnes shares.
Interesting Projects
Schulte attributes a great deal of employee retention to the variety within and across projects, saying, "ELR has a way of getting itself into unique jobs. It seems like, if a company is too small, you only work on small jobs. If a company is large enough, an employee is 'pigeonholed' into doing the thing they do best. But at ELR, I’m forced to wear multiple hats and know how to do multiple things."
Rewarding Results
For Hedges, seeing the results of her work is incredibly rewarding. She explains, "The most satisfying part of my job is being able to go out to a bridge after it’s been completed. I’ve been involved with a few Cleveland MetroPark projects, and it is so fun being able to take my kids out to see 'what mom does' for work."
Lutes expands on the role of results in job satisfaction and employee retention, adding, “Seeing the development of a project from initiation to completion is incredibly satisfying. Whether it's overcoming challenges as a team or visiting the final product upon completion, each stage brings its own sense of accomplishment and reward."
Anticipating and Adapting to Change
ELR's ability to adapt to new challenges and changes in the industry is crucial for its continued success in general and for employee retention. Garnes notes, "Challenges and industry change are met head-on. ELR is not afraid to try new software or adopt new methodology in order to stay viable and competitive."
Woods-Shaffer says it’s "The people and the constant changes and challenges of heading a construction inspection group” that keep her motivated, but laughs, “There’s a fine line between satisfaction and crazy."
Employee Retention Builds through Nurturing Opportunities
Satisfaction and loyalty over time also depend on a sense of growth and progress. There is no shortage of that here. We actively reinforce the importance of both providing and accepting opportunities for continuous learning and professional development.
Mentorship and Knowledge Sharing
White finds great satisfaction in serving as a mentor, offering, "After 32 years in this profession, I think I have some knowledge to pass on. Sharing this knowledge and experience with the next generation of engineers is vital for the success of our company and our profession."
Support for Continuing Education and Professional Development
ELR's support for professional growth is a significant factor in employee retention. White continues, "The company provided both financial support and flexibility for me to return to university and earn both my master’s and PhD. degrees."
Hedges also values the encouragement to engage with professional organizations, offering, "ELR is very encouraging about being involved in professional organizations, like [the Association for Bridge Construction and Design] ABCD and WTS International [originally named Women’s Transportation Seminar]. It’s great getting out, meeting other professionals, and learning about things we might not encounter in our regular day to day."
Role Evolution & Advancement
The evolution of roles and responsibilities is a common theme among long-term employees. Hedges reflects on her journey. "Starting out as a graduate fresh out of college, I was given tasks that really helped me learn about bridges, structures, and the whole process of plan development to construction and inspection. Now I can use this experience and knowledge to help write reports, identify design problems, and help newer coworkers who are just starting out."
Emphasizing the role of learning by doing and trust in employee retention, Schulte talks about how his team leaders have helped, emphasizing, "Jamal [Nusairat] and Peter [Narsavage] have put me in positions ahead of what my abilities are, and I appreciate being challenged more than being taught."
The Employee’s Role in Employee Retention and Satisfaction
Finally, we heard a lot about the importance of each employee being a proactive participant in his or her own experience on the road to our high employee retention rate.
Advice from Long-Standing Loyal Employees
“Don’t be afraid to ask questions,” emphasizes Lutes. “At ELR, everyone is eager to help you learn and develop new skills."
"My advice is to never be afraid to try something new,” Garnes recommends. “It’s easy to stay in a position doing repetitive projects and never step outside your comfort zone."
Woods-Shaffer encourages hard work and teamwork, reinforcing, "Learn everything you can, work hard and take care of your team ... and they will take care of you."
Why Employee Retention and Satisfaction Matter
The stories and experiences of ELR's long-term employees paint a picture of a company that values its people, fosters a supportive and collaborative culture, and encourages continuous growth and development. This dedication to employee satisfaction and professional advancement is what makes E.L. Robinson Engineering a standout employer in the industry with extraordinary employee retention.
For more information on our work environment, employee benefits, and career opportunities, visit E.L. Robinson Careers or follow us on LinkedIn.