3 Oklahoma businesses make list of Best Companies to Work For
Fortune has released their annual list of 100 Best Companies to Work For, and three Oklahoma companies made the cut.
The pride of Oklahoma City, oil and gas driller formed partnership with an inner-city school, Mark Twain Elementary, to provide one-on-one tutoring of students. 240 Devon employees spent 3,000 tutoring hours during the 2013-14 school year.
Convenience store chain whose doors are never closed had some 400 outlets when it first appeared on this list 12 years ago. Now it has more than 700, staffed by upbeat employees catering to motorists needing gas, cigarettes, six-packs, a Snickers bar or lottery ticket. QuikTrip pays above-average wages: night assistant manager average $36K -- and provides benefits rarely found in retail: 50% 40l (k) match up to 3% of pay and 79% coverage of health insurance premium. Part-timers are eligible for health insurance at 26 hours.
Maker of specialized construction tools with a global headquarters in the tiny European principality of Liechtenstein, Hilti takes numerous measures to reinforce core purpose and values and align team members with strategy and goals. These include convening "Culture Journey Team Camps" across 19 different locations and led by the CEO, Cary Evert or a General Manager, and holding an annual all-staff meeting to bolster morale and hand out service awards. The company also eliminated sick days and introduced "health and wellness days." Their time off policy reads “You shouldn't take time off only when you are sick; you should take time off to manage and maintain your health!"
Fortune explains their methodology this way:
To identify the 100 Best Companies to Work For, each year Fortune partners with Great Place to Work to conduct the most extensive employee survey in corporate America.
Two-thirds of a company's survey score is based on the results of the Trust Index Employee Survey, which is sent to a random sample of employees from each company. This survey asks questions related to employees' attitudes about management's credibility, overall job satisfaction, and camaraderie. The other third is based on responses to the Culture Audit, which includes detailed questions about pay and benefit programs and a series of open-ended questions about hiring practices, methods of internal communication, training, recognition programs, and diversity efforts.