Bulow Group’s Happy Employee Philosophy – Don’t Forget to Ask
How does an agency keep employees happy? Step one: Ask employees what will make them happy.
That’s the advice from The Bulow Group, Insurance Journal’s Midwest Best Agencies to Work For Silver award winner.
Based in Tinley Park, Illinois, the company is known as a great place to work because of its employee-friendly policies that include remote work options, great benefits and a culture that encourages growth toward individual goals and teamwork.
President Mike Bulow says the best way to motivate a team is to find out what employees want and what will best serve their lives inside and outside of work.
“I would recommend sitting down with employees individually and seeing what truly makes them happy,” Bulow said. “This helps us align with their goals alongside our company goals. It is easy to assume what someone wants, but it is truly impactful to sit down to understand their goals, needs and wants.”
Bulow Group puts a premium on employee morale, beginning with an employee’s home-life/work-life balance, said one nominating employee.
“Here at Bulow Group, we have a saying that if ‘things are not good at home, it won’t be good at work,'” they said. “This is a breath of fresh air and provides a level of comfort and security not often found in most industries.”
The company is constantly looking for new ways to provide staff with new technologies, office amenities and other tools that the team feels they need to succeed in their careers and ultimately grow professionally and personally.
An annual open forum gives employees the opportunity to discuss the state of the company and plan for the future. Employees share their experiences and discuss ways to facilitate growth and make the company a perennial high-producing office.
“The owners take the feedback very seriously and oftentimes will implement the changes,” an employee said. “I find this to be a great conduit between ownership and staff that shows just how much the employee experience is valued.”
The agency also requires all employees to put together a yearly “game plan,” which includes the employees’ professional and personal goals. Ownership then works closely with each employee to make sure the individual has everything they need to achieve their goals throughout the year, a nominating employee said.
“The compensation is based on how close an employee comes to meeting the criteria set out at the beginning of the year. I feel this is a formula for success,” an employee said.
Culture is not a buzzword, Bulow said, “it’s something we work on every day.”
“Our job is never done as it pertains to our company culture,” Bulow said. “We’ve implemented a holistic wellness approach that consists of four pillars: Financial Health, Physical Health, Mental Health and Spiritual Health.”
Outside of financial compensation, benefits include unlimited Uber reimbursement, continuing education and tuition reimbursement, flex hours, work-from-home options, agency events, paid volunteer hours, complimentary food, snacks and drinks, monthly happy hours, semimonthly team lunch, incentive trips, and exclusive events access.
The agency also has an internal “popcorn” rewards program that gives employees random gifts throughout the year with no agenda or timeline. Some examples include free PTO days off, steaks delivered to the employee’s house, gift cards, sporting event tickets, dinner on the company and more.
Retaining a happy and productive workforce means ensuring everyone has the room they need to grow, Bulow said.
“We also recommend investing in employees to better their lives long term; it can be a wellness plan such as gym pass or tuition reimbursement,” Bulow said. “Offer things that truly help them today and in the future.”