Issue link: https://nebusinessmedia.uberflip.com/i/1515234
Dexter-Russell 61 KEEPING EMPLOYEES INFORMED Russell-Harrington believes in running a transparent company. us, corporate newsletters have provided timely information on the company's financial status, as well as announcements, information on employee athletic teams and useful tips on practical matters. Employees can read about birthdays, work and personal anniversaries, deaths, service awards, marriages, births, retirements, promotions and newcomers to the company. To educate employees about various aspects of the business, the newsletter initiated a technical column. S-O-C-K (Sharpening Our Company Knowledge) presents articles that explain in detail the inner workings of specific departments. In addition to an emphasis on fun, Russell-Harrington believes in the value of education and in October 1989 was the first in the area to provide on-site company-sponsored educational programs for its employees. Initial courses focused on skills improvement in math, grammar, reading comprehension and vocabulary, and English as a second language (ESL). THE WALL OF FAME In 2004, Dexter began a new tradition of honoring the contributions of employees who have made a difference in leadership, manufacturing, customer service or the overall morale of the company. In a process that takes place annually, e Wall of Fame committee selects the new people to be honored on the Richard B. Hardy Dexter Wall of Fame. Wall of Fame inductees come from all parts of the company: operators with great hand skills; founders and leaders who steer the business to new heights; managers who lead by example, talent and heart; and sales people who understand the customer and the company's needs. To date, 40 people have been honored and share a place on e Wall of Fame; it is indeed the pinnacle testimonial representing the mutual appreciation the company, management and employees have for each other. e times have changed through the years, and the relationship of the company and its employees has evolved too. Yet it is hoped that the company's relationship with employees, and their relationship with each other and the company, has garnered tremendous employee loyalty that is reflected in its workforce. It's not unusual to find second and third generation members of the same family working in various capacities at the company. e family-centric environment, safe working conditions, company spirit, excellent benefits and good pay, in combination, make working at Dexter quite appealing. As more than one past president has noted, employees are the company; without them, Russell-Harrington would not exist. n