brand-logo
Subscribe

2019 Best Places to Work in Direct Selling – Team National

by Leave a Comment

“Our executive team strives to create a positive work environment where our employees can feel confident, comfortable, and valued.”
—SHEENA PROPHETE HR MANAGER
Company / Team National
Headquarters / Davie, Florida
Number of Full-Time Employees / 70
Year Founded / 1997

HOW WOULD YOU DEFINE YOUR COMPANY CULTURE IN A FEW SENTENCES?

Team National’s culture can be defined as genuine, collaborative and fun. Our executive team strives to create a positive work environment where our employees can feel confident, comfortable, and valued. Their compassion shines on our staff, resulting in a positive working team spirit. Adding value and showing appreciation to our employees is important, thereby promoting a caring company culture.

WHAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

What makes Team National one of the best places to work not just in direct selling, but in general, is our executive leadership’s vision and values which drive us to improve, both professionally and personally. Our CEO and other executives encourage us to grow daily, to question processes and improve them, and to learn new things that will help make us be greater and the company better.

WHAT IS YOUR TOP PRIORITY WHEN IT COMES TO MAINTAINING A GREAT WORK ENVIRONMENT?

Top priorities are work-life balance and tons of positive reinforcement from upper management. Ours is a culture where you’re not afraid to say “I don’t know” because you are motivated by team leaders to learn and find creative solutions.

TELL US ABOUT YOUR COMPANY’S COLLABORATION EFFORTS WITH EMPLOYEES IN ALLOWING THEM TO VOICE THEIR THOUGHTS, IDEAS AND SUGGESTIONS.

At Team National, we have an ‘open-door’ policy where we allow our employees to voice their thoughts, ideas and any suggestions freely for the betterment and furtherance of the company. The executive team is about being and getting better rather than bigger. As our CEO often says in quoting Truett Cathy, “It’s not about getting bigger, but better. As we get better, our members will demand we get bigger.”

OUR INDUSTRY SPENDS A LOT OF TIME WORKING ON DISTRIBUTOR RECOGNITION PROGRAMS. HOW DOES YOUR COMPANY BRING THE SAME RECOGNITION TO YOUR EMPLOYEES?

We host special team lunches and hand out gift cards on a frequent basis to those who go the extra mile. We also reward our employees by recognizing their years of service to the company amongst their peers. When positive feedback by TN members via email or letter is received, our CEO reads them aloud, giving the employee(s) company-wide recognition for their efforts and accomplishments.

HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

We schedule Personal Growth sessions for our employees. These are 30-minute to hour-long meetings where executives offer tips on how to grow, both at work and in our personal life, opening
the session for group discussion. Our leaders share videos by top motivational teachers who fuel us to reach our full potential—beyond the 9 to 5. Oftentimes, the sessions are so impactful, you won’t find a dry eye in the room. The significant effort by our CEO and executive team is greatly appreciated by our staff, who anticipates the monthly personal development meetings.

HOW DOES YOUR COMPANY GIVE BACK TO THE COMMUNITY?

Team National has been a giving company since inception, locally and nationwide. Our founders’ and CEO’s compassionate and selfless nature have allowed us to participate in various charitable events. We sponsor local events at the Broward County Library, the Humane Society of Broward County, the Boys & Girls Clubs of Broward, and 4Kids of South Florida. We also provide hands on assistance as needed; such was the case during Hurricane Irma, when the Humane Society called on Team National to help transport animals. Also, participating with the Boys & Girls Clubs in their clean-up days is something we look forward to on a regular basis. The generosity of our leaders is such, that we were able to fund our own private non-profit foundation. Team National HOPE, which stands for Helping Other People Every day, is dedicated to the mission of helping others, by improving lives and providing hope to individuals and families.

HOW MANY EMPLOYEES HAVE BEEN AT YOUR COMPANY FOR FIVE YEARS OR MORE? AND WHY DO YOU THINK THEY STAY?

We have about 28 of our employees who have been at Team National for 5 years or more. We think they are here because they still believe in the company’s mission and vision to enrich families and businesses by providing vehicles for growth and everyday savings while unleashing the entrepreneurial spirit with honor, integrity and character. There are many growth opportunities for our employees to strive for. And most importantly, our staff recognizes that they are treated as extended family.

WHAT IS SOMETHING NEW THAT YOU’VE ADDED IN 2019 TO ENHANCE YOUR WORK PLACE?

In the spirit of servant leadership, we added Team National HOPE Serving Week in 2018 to our corporate traditions, and we plan to continue in 2019. During an entire work week, employees are paid a full day to volunteer at the Boys & Girls Clubs, the Humane Society, a Skilled Nursing, Rehab. & Retirement community, a Feeding South Florida packing facility, or to meal preparation in-house for the homeless. Our employees are given the choice of serving in areas close to their heart, as well as to work together in lending a helping hand in our beloved communities.

 Best Places To Work In Direct Selling 2018 Honorees!

Pick up the April 2018 issue here in which this article appeared.

2019 Best Places to Work in Direct Selling – Isagenix

by Leave a Comment

“Isagenix employees can thrive in their roles, build lasting relationships and friendships, and fully engage with our company’s mission.”
—TRAVIS OGDEN CEO
Company / Isagenix International
Headquarters / Gilbert, Arizona
Number of Full-Time Employees / More than 800
Year Founded / 2002

HOW WOULD YOU DEFINE YOUR COMPANY CULTURE IN A FEW SENTENCES?

By focusing on the company’s 12 core values—health, freedom, innovation, integrity, contribution, gratitude, goal-driven, purpose, transformation, leadership development, fun, and family—we provide an exceptional workplace that is mutually respectful, beneficial, productive and fun. Employees can thrive in their roles, build lasting relationships and friendships, and fully engage with our company’s mission to impact world health and free people from physical and financial pain.

TELL US ABOUT YOUR COMPANY’S COLLABORATION EFFORTS WITH EMPLOYEES IN ALLOWING THEM TO VOICE THEIR THOUGHTS, IDEAS AND SUGGESTIONS.

We welcome employee ideas on how to take the company to the next level. In 2018, we introduced two great communications vehicles that promote collaboration:

  • The IsaIdeas group where employees post their ideas, and senior-level employees review and evaluate the proposals, as well as provide feedback.
  • The Innovation Lunch with ELT where employees pitch their ideas directly to members of the Executive Leadership Team. Executives offer feedback and, if needed, share the ideas with seniorlevel employees whose staff would implement those proposals.

Employees have shared dozens of ideas, and many are under consideration for further exploration and implementation.

WHAT UNIQUE OR UNUSUAL PERKS DO YOU OFFER?

One of our most popular perks is our annual Employee IsaBody Challenge. The 16-week Challenge provides employees with one-to-one support, accountability, and encouragement to work toward transformational health and wellness goals. In 2018, 353 employees participated in the Challenge, losing a combined total of 1,498 pounds.

Another perk is our employee stock ownership plan (ESOP). To ensure Isagenix is a legacy company and to show appreciation to our valued staff, Isagenix Co-Founders Jim and Kathy Coover and their son, Erik, the SVP of international marketing and culture, established the ESOP so all employees can become owners of the company.

OUR INDUSTRY SPENDS A LOT OF TIME WORKING ON DISTRIBUTOR RECOGNITION PROGRAMS. HOW DOES YOUR COMPANY BRING THE SAME RECOGNITION TO YOUR EMPLOYEES?

Isagenix publicly recognizes employees for their contributions throughout the year at department meetings and at our annual Employee Recognition Awards Ceremony, where employees can receive a Performance Award, Member Services Award, or Years of Service Award.

Employees whose reviews show they exceeded their goals are rewarded through merit increases and bonuses. Isagenix actively encourages advancement from within.

HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

Employees are encouraged to volunteer within the community. Volunteering allows employees to align their personal interests with worthy causes, helping them grow as individuals while giving back to those in need and making an impact on the world around them. Employees may be eligible for tuition reimbursement for college-level courses or professional certification classes for Isagenix jobrelated or career-related purposes.

To support employees and help them reach their potential, Isagenix provides an organizational development training program. We use internal and third-party trainers as well as a Skillsoft training portal, providing a full complement of tools for our employees. The portal features over 100,000 learning modules that allow employees to engage in learning experiences and tap resources to improve their skills.

HOW DO YOU DEVELOP AND MAINTAIN TRUST BETWEEN ALL LEVELS OF YOUR COMPANY?

By treating each other, employees, associates, and business partners with respect, our Executive Leadership Team encourages open lines of communication and a high level of trust. As CEO, I take this task seriously and, to that end, created and host quarterly “Power of Purpose” meetings with other company leaders where the agenda includes emphasizing our ethical standards and expectations.

WHAT IS THE SINGLE MOST FUN DAY OF THE YEAR AT YOUR COMPANY? WHY?

Our Family Fun Festival at corporate headquarters in December was immensely popular. We had 1,285 employees and families attend the festival, which featured games, music, face painting, a sketch artist, a bounce house, and a petting zoo complete with baby goats. Attendees received meal tickets that allowed them to select a meal at one of several food trucks and get a warm cookie and ice cream for dessert. It was the perfect way to enjoy each other’s company and celebrate the holiday season.

HOW MANY EMPLOYEES HAVE BEEN AT YOUR COMPANY FOR FIVE YEARS OR MORE? AND WHY DO YOU THINK THEY STAY?

We have 234 employees who have been with the company for at least five years. We feel employees stay because they enjoy our fun, family-friendly culture and they appreciate the comprehensive benefits package we offer. They also appreciate that we take employee feedback seriously and are always seeking ways to improve the employment experience by adding new benefits. And in 2018, we added the employee stock ownership plan and work-from-home program. We are truly committed to making Isagenix the best place to work possible for years to come.

 Best Places To Work In Direct Selling 2018 Honorees!

Pick up the April 2018 issue here in which this article appeared.

 

2019 Best Places to Work in Direct Selling – Jeunesse

by Leave a Comment

“Making sure our employees are happy, feel valued and are able to live a balanced and meaningful life is our top priority.”
—SCOTT LEWIS CHIEF VISIONARY OFFICER
Company / Jeunesse Global
Headquarters / Lake Mary, Florida
Number of Full-Time Employees / 924
Year Founded / 2009

HOW WOULD YOU DEFINE YOUR COMPANY CULTURE IN A FEW SENTENCES?

Our company culture is best summed up by our tagline, “One team. One family. One Jeunesse.” This concept of oneness is central to everything we do, both within the corporate environment and in the field. From the newest employee to the most seasoned distributor, every member of the Jeunesse Family knows they are working together with a singular vision and purpose.

WHAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

Our strong family culture, with its shared set of values and common purpose, is one reason this is a great place to work. Because we do so little outsourcing, Jeunesse has an extraordinary depth and breadth of positions available—from full-scale IT and logistics to event planning and a spectrum of creative, marketing and communications positions. Our employees travel the world, gain amazing work experience and have the opportunity to make meaningful contributions to our mission to make a positive impact in the world.

WHAT IS YOUR TOP PRIORITY WHEN IT COMES TO MAINTAINING A GREAT WORK ENVIRONMENT?

Making sure our employees are happy, feel valued and are able to live a balanced and meaningful life is our top priority. We make our employees feel valued by supporting their growth and skill development and empowering them to be effective in their role. By helping them grow and gain experience in their positions, we are positioning employees to move forward in their careers. We also want our employees to know we value their thoughts and ideas, and we have an open-door environment where employees are free to have open dialogue with everyone—from those in entry level positions up to the company founders.

TELL US ABOUT YOUR COMPANY’S COLLABORATION EFFORTS WITH EMPLOYEES IN ALLOWING THEM TO VOICE THEIR THOUGHTS, IDEAS AND SUGGESTIONS.

We take the time and effort to hire talented employees with relevant skills and experience, so it’s important that we have mechanisms in place that allow them to collaborate with one another and
share their thoughts and ideas across all levels of the organization. One example of this collaboration is our worldwide monthly leadership meeting, in which everyone with a leadership role in the company—regardless of their job title—gathers via our online meeting platform to discuss the latest projects and programs, while providing valuable input.

OUR INDUSTRY SPENDS A LOT OF TIME WORKING ON DISTRIBUTOR RECOGNITION PROGRAMS. HOW DOES YOUR COMPANY BRING THE SAME RECOGNITION TO YOUR EMPLOYEES?

Last year we implemented our Jeunesse Family Circle website, which has proven to be an effective tool where management and employees alike can highlight and give kudos to other employees
around the globe. It is always rewarding to see our executives and employees lifting up one another and recognizing the individual contributions that lead to our success. We have the traditional recognition programs, such as Employee of the Month, promotion announcements, recognition of birthdays, and Employee Appreciation Days.

HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

We encourage employees to attend seminars and leadership training, picking up the tab for job-related training. We are also big proponents of promoting internally, moving people up in the organization. When you find people who are a great fit, it just makes sense to keep them in the family. Jeunesse is a large global company, with many opportunities, and we give loyal and high
performing employees the chance to grow and move into different positions and departments. Last year, 47 employees were promoted into other positions within the organization.

HOW DO YOU DEVELOP AND MAINTAIN TRUST BETWEEN ALL LEVELS OF YOUR COMPANY?

Trust is developed by having open communication with employees, providing resources and empowering people to meet their goals and succeed in their position. Our open-door policy helps foster
meaningful conversation. We encourage cross functional meetings and collaboration. All of our employees know they have a voice and that their individual contributions are important to our success.

HOW MANY EMPLOYEES HAVE BEEN AT YOUR COMPANY FOR FIVE YEARS OR MORE? AND WHY DO YOU THINK THEY STAY?

We have a singular purpose and mission that drives all that we do. This cohesive culture, combined with excellent leadership and a family-oriented environment, creates an environment in which
employees feel a sense of purpose and community that encourages longevity. In our nine-year history, 135 employees have been with Jeunesse for five years or longer. They stay because they belong to a community and they are making a difference.

WHAT IS SOMETHING NEW THAT YOU’VE ADDED IN 2019 TO ENHANCE YOUR WORK PLACE?

Recently we’ve added our new health and wellness clubs with weekly yoga and J-Meets. These groups provide avenues for employees to set health goals, stay active, make healthy meal selections and more. We have also added an extra “dress down” jeans day during the work week. These new programs have been well received and are increasing productivity, reducing stress and helping employees better their personal lives.

 Best Places To Work In Direct Selling 2018 Honorees!

Pick up the April 2018 issue here in which this article appeared.

 

2019 Best Places to Work in Direct Selling – Lifevantage

by Leave a Comment

“We want to ensure that they are aware of their immense value–not just as employees, but as people.”
—MICHELLE VIRCHOW SR VP HUMAN RESOURCES
Company / LifeVantage Corporation
Headquarters / Sandy, Utah
Number of Full-Time Employees / 178
Year Founded / 2009

HOW WOULD YOU DEFINE YOUR COMPANY CULTURE IN A FEW SENTENCES?

We work hard because we are making a difference in the lives of our distributors, customers and communities. We are also forging a new and different path in our industry, one we are proud of.

WHAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

At LifeVantage, we have a singular focus to all our decisions “will it better the lives of all involved?” If so, we are all for it. That carries over into our relationships with one another. We are constantly innovating and looking for ways to empower our employees. We want to ensure that they are aware of their immense value, not just as employees, but as people.

WHAT IS YOUR TOP PRIORITY WHEN IT COMES TO MAINTAINING A GREAT WORK ENVIRONMENT?

Balance. A company can only be as good as its employees. We demand a lot from our employees, but in return we know that means providing balance in their schedules, so they have a chance to rejuvenate themselves outside of work. We also believe enjoying the people you work with is important.

We also understand the importance of ensuring each employee feels individually valued. We have the brightest minds in the business and we want them to know that we value who they are and the amazing work they do. We find fun ways to recognize each other’s accomplishments, and look for unexpected ways to say “job well done.” Things like providing lunches, snacks, gift cards, notes, or unexpected gifts. We also provide challenges and rewards– opportunities for teams to be unified in something beyond their work.

TELL US ABOUT YOUR COMPANY’S COLLABORATION EFFORTS WITH EMPLOYEES IN ALLOWING THEM TO VOICE THEIR THOUGHTS, IDEAS AND SUGGESTIONS.

We encourage our employees to speak openly about their ideas and concerns in our meetings. It’s something we have focused on the past several years. We also conduct employee surveys in various forms where employees can openly share their opinions anonymously. LifeVantage strives to maintain a high ethical standard and has an anonymous hotline employees can use to report unethical behavior.

OUR INDUSTRY SPENDS A LOT OF TIME WORKING ON DISTRIBUTOR RECOGNITION PROGRAMS. HOW DOES YOUR COMPANY BRING THE SAME RECOGNITION TO YOUR EMPLOYEES?

We encourage our employees to recognize each other whenever they see fit! We also incorporate recognition from our executives at every staff meeting. As we approach our 10-year anniversary in network marketing this year, we’ve been able to incorporate some tenure recognition as well–how cool is it to celebrate employees that have been here for 10 years! We also added some fun events this year that were unexpected to our employees to tell them thank you. We hosted a date night that was intended to be a huge thank you in a relaxed environment. Employees loved it.

HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

This past year we have focused on the professional development of identified key leaders and worked on their professional development with an outside consultant. We included 360 feedback and established development plans. We encourage all our employees to attend any trainings and seminars to add new skills to their repertoire and continue developing the skills they have. Because we value our employees as talented people, we want to help them progress. When we have openings, we look at our own talent first. We love providing opportunities for growth to our very own team.

HOW DO YOU DEVELOP AND MAINTAIN TRUST BETWEEN ALL LEVELS OF YOUR COMPANY?

This is a continuous effort at our company. We focus on open and transparent communication, not just from the executives down, but in every meeting we hold so all employees feel like their opinion matters and is heard. We have found focusing on communication helps strengthen our culture and builds trust from our employees when we need to make a change in direction.

LifeVantage prides itself on and strives for transparency, not only financially but in all aspects of the business. The Company also strives to keep its line of communication open and free flowing. We host quarterly, companywide staff meetings to report our progress and allow our employees to hear directly from our executive team. A key component to every staff meeting is the opportunity to ask any question that comes to mind. We want to celebrate our success together.

HOW MANY EMPLOYEES HAVE BEEN AT YOUR COMPANY FOR FIVE YEARS OR MORE? AND WHY DO YOU THINK THEY STAY?

45 employees have been working at LifeVantage for 5 or more years. They stay because they believe our company is different from others and they love their co-workers.

WHAT IS SOMETHING NEW THAT YOU’VE ADDED IN 2019 TO ENHANCE YOUR WORK PLACE?

We just rolled out our Employee Stock Purchase Plan. It’s a way for our employees to invest in LifeVantage and purchase shares at a discount. It’s a tremendous tool for our employees to become owners in our company and contribute to their short- and longterm financial goals. We also revamped our benefits program so employees are eligible on their first day, which is a tremendous benefit to those joining our company.

 Best Places To Work In Direct Selling 2018 Honorees!

Pick up the April 2018 issue here in which this article appeared.

 

2019 Best Places to Work in Direct Selling – Plexus Worldwide

by Leave a Comment

“Creating a culture where team members recognize and appreciate one another’s differences and utilize each other’s strengths has been a tremendous benefit.”
—REBECCA BROWN DIRECTOR, INTERNAL COMMUNICATIONS AND PUBLIC RELATIONS
Company / Plexus Worldwide, LLC
Headquarters / Scottsdale, Arizona
Number of Full-Time Employees / 415
Year Founded / 2008

HOW WOULD YOU DEFINE YOUR COMPANY CULTURE IN A FEW SENTENCES?

Plexus credits its success to a strong company culture that encourages honesty, reliability, and responsibility—and these beliefs run through everything we do. It is evident in the way we treat team members, customers and Ambassadors, as well as in its charitable efforts. Plexus built its foundation on these core beliefs: Be Trustworthy, Be Honest, Be Reliable, Be Responsible. It’s not just a slogan. These beliefs are written on the walls, posted in newsletters and used as a guide for business decisions.

WHAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

One of our core values is One Plexus. What this means is we collaborate and work together as one team, regardless of our role within the organization. Whether an ambassador or a team member, we all strive to embrace the strong belief of being one team, One Plexus. Plexus also encourages the belief we are all in the journey together of enhancing the health and happiness of those who support, promote and use our products. We enable team members and ambassadors to change their lives in a positive way through personal and professional development. Plexus also offers personal enhancement courses on fitness, health and financial planning.

TELL US ABOUT YOUR COMPANY’S COLLABORATION EFFORTS WITH EMPLOYEES IN ALLOWING THEM TO VOICE THEIR THOUGHTS, IDEAS AND SUGGESTIONS.

To ensure we hear the voice of our team members, we held “ideation” sessions to help us improve our business. Participants were able to brainstorm ideas to streamline processes, eliminate barriers and develop innovation solutions to problems. We also created a “Suggestion Box” program to encourage team members to submit ideas for improvements and efficiencies. Our biggest addition was the launch of our company’s first intranet, Plexus Connect. The intranet has multiple collaborative features, including surveys, polls and a community site where team members can do anything from ask discussion board questions to post information about upcoming volunteer opportunities.

WHAT UNIQUE OR UNUSUAL PERKS DO YOU ALSO OFFER?

The Friday Spin, a cash prize drawing for eligible team members conducted every Friday, is a unique and fun perk. We also offer regularly scheduled health and wellness, fitness, and financial education activities such as stretch classes, free chair massages, seminars on food facts and your health, and financial planning education sessions as well as quarterly profit-sharing for qualifying team members. To help guide our team members through wellness choices, Plexus offers on-site health coaches, at no cost to our team members.

OUR INDUSTRY SPENDS A LOT OF TIME WORKING ON DISTRIBUTOR RECOGNITION PROGRAMS. HOW DOES YOUR COMPANY BRING THE SAME RECOGNITION TO YOUR EMPLOYEES?

Plexus announces recognition awards during the weekly Friday drawings. One team is recognized monthly for their outstanding participation in activities that encourage the One Plexus culture. The team is presented with the “Traveling Trophy” and is presented with a gift card to use at a local restaurant. The Traveling Trophy is engraved with the winning team’s name. Every two weeks a peer-to-peer recognition award called “Super X” team is presentedto a team that went above and beyond. The team gets to hold onto a large “X” cut-out until the award is passed on to another team. Plexus coordinates companywide activities throughout the year to celebrate our overall company successes, as well as spirit day events around national events and holidays.

HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

Plexus has rolled out numerous learning opportunities for their team members. Creating a culture where team members recognize and appreciate one another’s differences and utilize each other’s strengths has been a tremendous benefit. Plexus leaders have the opportunity to participate in multiple leadership development courses where coaching and developing their team members is a primary focus. Leaders learn through role-playing, activities and on-the-job assignments.

The learning and development team has created and developed many e-learning modules to allow for bite-sized learning for team members. A variety of courses are available through the learning management system.

HOW DO YOU DEVELOP AND MAINTAIN TRUST BETWEEN ALL LEVELS OF YOUR COMPANY?

Our leadership holds “All Hands” meetings every quarter to ensure information is communicated throughout the organization. Our recently launched intranet provides a vehicle for transparency by providing a vehicle for communicating to all levels at the company. One program launched in 2018, called Meet the Presidents, is an informal lunch program that provides team members with an opportunity to meet and learn more about our company’s three presidents. Our senior leaders have an open-door policy and actively foster a collaborative environment.

HOW MANY EMPLOYEES HAVE BEEN AT YOUR COMPANY FOR FIVE YEARS OR MORE? AND WHY DO YOU THINK THEY STAY?

Plexus has 43 team members with five or more years of service. Plexus has seen explosive growth which has created several personal and professional development opportunities within the company. Since the beginning, Plexus has focused on a culture of fun and inclusivity, which ultimately is focused on team member engagement and happiness.

WHAT IS SOMETHING NEW THAT YOU’VE ADDED IN 2019 TO ENHANCE YOUR WORK PLACE?

Plexus recently launched its first company intranet called Plexus Connect. The site has greatly enhanced communication and the transparency of information. Plexus Connect enables the consistent delivery of key company messages and encourages participation in company events and activities. The site provides team members with a centralized location where they can quickly find news, events, forms and other information, helping drive productivity. The site’s multiple interactive features, such as contests, quizzes, surveys and polls, has been helping to promote employee engagement.

 Best Places To Work In Direct Selling 2018 Honorees!

Pick up the April 2018 issue here in which this article appeared.

 

2019 Best Places to Work in Direct Selling – Xyngular

by Leave a Comment

“Xyngular offers a program called League of Leaders which is intended to develop employees of all levels into leaders.”
—STACI HEARD SR. DIRECTOR OF HR
Company / Xyngular
Headquarters / Lehi, Utah
Number of Full-Time Employees / 134
Year Founded / 200

HOW WOULD YOU DEFINE YOUR COMPANY CULTURE IN A FEW SENTENCES?

Everyone comes together to work towards our company purpose of empowering change. We strive to be the enabling force that improves the lives of everyone we touch. We reinforce our core values through everything we do here at Xyngular. The core values are not plastered on the wall, but are present through daily conversations, planning and meetings. They are greater than just something we talk about; we incorporate them into every discussion, decision, and communication we make internally and externally.

WHAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

At Xyngular we encourage people to become more. Not just our distributors, but each of our employees. We are invested in each employee and what becoming more means for them. We feel like each team member plays a key role and has an impact on the success of the company. There are no egos here. Whether you are a call center agent, or the CEO, you have a place and you are a part of the mission.

WHAT IS YOUR TOP PRIORITY WHEN IT COMES TO MAINTAINING A GREAT WORK ENVIRONMENT?

Our top priority is ensuring that employees have the tools they need to do their job. We want employees to feel comfortable and look forward to coming to work. The way we do this is through opportunities for continuing to develop and grow, building connections, and making sure that any new team member we bring in is a culture fit. We go through a rigorous recruiting and onboarding process to make sure each new team member is a culture fit and understands our core values.

TELL US ABOUT YOUR COMPANY’S COLLABORATION EFFORTS WITH EMPLOYEES IN ALLOWING THEM TO VOICE THEIR THOUGHTS, IDEAS AND SUGGESTIONS.

We try to be as transparent as possible with the entire team. That means that we share data like revenues, profitability, and sales reports. Because we are committed to being open with each other,
we also encourage dialogue in meetings. During companywide meetings, cookies with the CEO, or even regular recurring meetings, we encourage constructive conflict. We don’t want employees to
just do what we say, we want them to voice their opinions and collaborate as teams. We hope they will push each other, even if it’s the CEO, if something doesn’t feel right. We have created an environment where employees feel safe in voicing their concerns.

We have also engaged OfficeVibe as an additional resource for employees to provide feedback, offer suggestions and voice concerns. This feedback can be anonymous if the employee prefers. We make sure that we follow up on this feedback and communicate to them that they have been heard and communicate changes we have done in response to their feedback.

OUR INDUSTRY SPENDS A LOT OF TIME WORKING ON DISTRIBUTOR RECOGNITION PROGRAMS. HOW DOES YOUR COMPANY BRING THE SAME RECOGNITION TO YOUR EMPLOYEES?

Weekly, we do recognition through our “kudos” channel on Slack. Every Friday we encourage team members to post “Crushed it” moments where they have seen their coworkers display examples of our core values, so they can be publicly recognized. These “Crushed it” moments are tied to employee’s accounts on Lattice, so when an employee gets recognized on Slack, it gets emailed to the employee and their manager. This also keeps the feedback organized and available for when performance reviews take place.

HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

Xyngular offers a program called League of Leaders which is intended to develop employees of all levels into leaders. We provide opportunities for lots of onsite trainings, and we encourage team members to attend conferences in their field. We look for opportunities whether it be job shadowing, training, or conferences to make sure that they have a mentor and are getting as much experience as possible to help them reach their goals.

WHAT IS THE SINGLE MOST FUN DAY OF THE YEAR AT YOUR COMPANY?

Employee Appreciation days are very fun because we do so many things with our Xyngular team. We typically have a food truck or catered food and do some type of activity whether it be a movie, bringing in axe throwing, or an escape truck. We hand out profit sharing checks and have free massages. Employees that wear Xyngular branded apparel that day are given an opportunity to win additional raffle prizes.

HOW MANY EMPLOYEES HAVE BEEN AT YOUR COMPANY FOR FIVE YEARS OR MORE? AND WHY DO YOU THINK THEY STAY?

We currently have 10 people that have been with the company for five or more years. The company has grown a lot over the last 3 ½ years and they have been given opportunities to grow as well. Our culture, ongoing employee development, and hiring internally, are just a few reasons employees tend to stay, and howXyngular shows we are invested in our employees.

WHAT IS SOMETHING NEW THAT YOU’VE ADDED IN 2019 TO ENHANCE YOUR WORK PLACE?

We are remodeling some of our space in 2019, and we are extremely excited about this. We are also trying to figure out ways to get more employees to our distributor events. We want them to have recognition at these events, but also feel like distributor events are the best way to see why we do what we do as a company.

We are bringing in a public speaking coach to help continue development for our employees. In addition to these enhancements we are releasing Xyngular’s Approach to Business Excellence (XABE) which will be a part of our manager training series.

 Best Places To Work In Direct Selling 2018 Honorees!

Pick up the April 2018 issue here in which this article appeared.

 

2019 Best Places to Work in Direct Selling – Monat

by Leave a Comment

“Our priority is to treat others with respect, show integrity in our daily work, and gratitude to others in the workplace…
—LORETTA PARDO HUMAN RESOURCE DIRECTOR
Company / Monat
Headquarters / Doral, Florida
Number of Full-Time Employees / 299
Year Founded / 2014

HOW WOULD YOU DEFINE YOUR COMPANY CULTURE IN A FEW SENTENCES?

We are proud to be visionary entrepreneurs who dream big. We strive to be creative, innovative, and cutting-edge, but at the same time, we are a familyoriented company that values culture, heritage, and tradition. Our employees are family and we treat each other with gratitude and respect. We trust in each other.

WHAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

Our solid internal team and family culture make us one of the best places to work. MONAT’s achievements are everyone’s achievements. MONAT’s success is our success, and we show gratitude to each one of our team members. We all celebrate. We also encourage our employees to take part in our gratitude initiatives and give back to our communities.

WHAT IS YOUR TOP PRIORITY WHEN IT COMES TO MAINTAINING A GREAT WORK ENVIRONMENT?

Our priority is to treat others with respect, show integrity in our daily work, and gratitude to others in the workplace and the communities around us. It is our employees, our market partners, and our leaders who make our strategic goals a reality and our vision everyday closer. It’s a work environment of shared effort and shared success.

TELL US ABOUT YOUR COMPANY’S COLLABORATION EFFORTS WITH EMPLOYEES IN ALLOWING THEM TO VOICE THEIR THOUGHTS, IDEAS AND SUGGESTIONS.

Respect is more than a word, but something we breath at MONAT. All employees are encouraged to speak up and express their thoughts. Our leaders participate in
activities with employees on a daily basis. Just to give you an example, we have Global Meeting Standards to guide our meetings and the first sentence says “all
participants will be treated with respect and will have the opportunity to openly share their views, opinions and beliefs.” Our President, CEO and Senior VPs have an open door policy, visit employees in their offices constantly to discuss with them, exchange views and make decisions. They might be busy but they will find the time to sit and discuss all sorts of issues with the employees.

OUR INDUSTRY SPENDS A LOT OF TIME WORKING ON DISTRIBUTOR RECOGNITION PROGRAMS. HOW DOES YOUR COMPANY BRING THE SAME RECOGNITION TO YOUR EMPLOYEES?

We currently have a program called “Show your gratitude.” This program recognizes members of our family on a monthly basis for bringing the culture of gratitude into our office. These staff members are nominated by their coworkers for going above and beyond, or by simply showing kindness and gratitude. Employee that are recognized receive a sweet treat from our charity partner, Miami is Kind.

We also give special awards during our holiday party to recognize our top performers. These awards are called “Make it Happy, Make it Happen, Make it Beautiful and Make it One.” We also recognize employees who have been with the company for 5, 10, 15 and 20 years and present them with a service award.

We are actively working to enhance our internal gratitude program, exploring new ways to show recognition in a very inclusive manner, learning from our Market Partners’ recognition program.
After all, it is our purpose to help people everywhere enjoy beautiful, healthy, fulfilling lives through our exceptional, naturally based products. This includes our employees as well as our Market Partners.

HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

Our company strongly encourages promotions from within. We have a clear Learning and Development Strategy, supported by a virtual Learning Management System to provide our employees with the opportunity to develop skills to assist in their development. Using the 70-20-10 formula of adult learning (70% on the job assignments, 20% coaching and mentoring and 10% coursework and training), we are working with our leaders to create more opportunities for social and experiential learning, aligned with the performance management process and development needs. We are growing and want our employees to grow with us, seek opportunities with us. We recently introduced an internal career website where employees can apply or contact directly our Talent Acquisition Team.

HOW DOES YOUR COMPANY GIVE BACK TO THE COMMUNITY?

MONAT Gratitude is a very special element of our culture. We seek to instill the values of giving back not only in our corporate offices but to communities across the USA, Canada and the United Kingdom. We partner with charities in the areas of education, children and families. Our Mission is to create and participate in community partnerships with a humanistic focus that promotes the involvement of families in the development and strengthening of their communities. At MONAT, we make Gratitude a way of life.

HOW DO YOU DEVELOP AND MAINTAIN TRUST BETWEEN ALL LEVELS OF YOUR COMPANY?

We maintain trust by providing transparent communication at all levels of our organization. We have quarterly Town Halls to provide all our employees with information on how the company is
doing, our goals, important news, and to celebrate wins we have as a company. When you work in an environment of respect and recognition, people give their best.

HOW MANY EMPLOYEES HAVE BEEN AT YOUR COMPANY FOR FIVE YEARS OR MORE? AND WHY DO YOU THINK THEY STAY?

We currently have 22 employees who have been with us for five years or more. We were founded in 2014 so they have been with us from the beginning. At the time, we were less than 50 employees. We are a fairly new company, building the company from the ground up and we take a lot of pride in that. I genuinely believe they stay because of the culture we have built.

 Best Places To Work In Direct Selling 2018 Honorees!

Pick up the April 2018 issue here in which this article appeared.

 

2019 Best Places to Work in Direct Selling – Noonday Collection

by Leave a Comment

“Our culture is infused with collaboration, adaptability, and a cando approach to our work. We really love working together!”
—LESLIE AUMENT DIRECTOR OF HUMAN RESOURCES
Company / Noonday Collection
Headquarters / Austin, Texas
Number of Full-Time Employees / 46
Year Founded / 2011

HOW WOULD YOU DEFINE YOUR COMPANY CULTURE IN A FEW SENTENCES?

Our team is united by our mission to create meaningful opportunities for people living in vulnerable communities across the globe. Working at Noonday Collection is more than just a job. Our work ties into our personal values and drives our performance, our teamwork, and our creative innovation. Our culture is infused with collaboration, adaptability, and a can-do approach to our work. We really love working together!

WHAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

Our mission is to build a flourishing world where children are cherished, women are empowered, people have jobs and we are connected. Working with purpose-driven people creates high commitment and engagement with the work. We also reflect our mission in our home office policies by having family-friendly benefits, policies, and work-life balance.

TELL US ABOUT YOUR COMPANY’S COLLABORATION EFFORTS WITH EMPLOYEES IN ALLOWING THEM TO VOICE THEIR THOUGHTS, IDEAS AND SUGGESTIONS?

One of our core values is collaboration, and we demonstrate this on a daily basis through all the input we receive on our cross-functional project teams. We do have a meeting culture here, which allows frequent opportunities for team members to voice their thoughts, ideas and suggestions. We have monthly meetings for people managers, quarterly offsite All Hands meetings, and many of our teams have daily huddles.

WHAT UNIQUE OR UNUSUAL PERKS DO YOU ALSO OFFER?

At Noonday, we offer many fun and unique perks such as Summer Fridays, First Fridays home office team breakfasts and onsite happy hours. We also offer generous product discounts (50% off, product credit, deeply discounted sample sales) and quarterly offsite team-building activities. We even have the opportunity of international travel to visit our artisan business partners.

HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

We engage our teams with a number of tools to help them know themselves better so that they can grow, Gallup Strengths Finder and Enneagram, for example. We also provide lunch and learns on a variety of topics from information on our artisan suppliers to fair trade to Excel to our financial statements.

HOW DOES YOUR COMPANY GIVE BACK TO THE COMMUNITY?

We encourage our home office team to take time off to volunteer with the organizations in the community that matter the most to them. We provide 16 paid hours per year to volunteer, and if a team member uses all 16 hours, Noonday will also make a $100 donation to the 501c(3) of the team member’s choice. We also contribute to local non-profits and relief efforts, like Hurricane Harvey relief for our neighbors in Houston and our local CASA (Court Appointed Special Advocate) organization to benefit children in foster care. Additionally, we coordinate canned food drives and clothing drives onsite and plan team volunteering activities, like with our local food bank.

HOW DO YOU DEVELOP AND MAINTAIN TRUST BETWEEN ALL LEVELS OF YOUR COMPANY?

Communication and follow-through is key. We try to be as transparent as possible about why decisions are made. Consistent follow-up and follow-through on our work has helped us build trust among crossfunctional teams, which, as a highly collaborative company, is key.

WHAT IS THE SINGLE MOST FUN DAY OF THE YEAR AT YOUR COMPANY? WHY?

Either our first day of Shine–our annual conference–or the day of our year-end home office celebration. Our whole team participates in the first day of the conference by welcoming our Ambassadors and some of our artisan business partners. Our owners celebrate all our stakeholders through their keynotes and introduce the Home Office team from the mainstage. Each year we also celebrate all we have accomplished with a big year-end party offsite where we get dressed up, bring along a plus one, and enjoy food, drinks, and dancing together.

HOW MANY EMPLOYEES HAVE BEEN AT YOUR COMPANY FOR FIVE YEARS OR MORE? AND WHY DO YOU THINK THEY STAY?

Our team is so committed to the mission and the impact that Noonday is making in the world. Our team members with the greatest tenure continue to be a part of that impact and love it! We have 7 employees who have been with us for five years or more. In addition, our collaborative culture means that our teams are more than just coworkers—they are family. Our tenured team members say that they love feeling part of a team where each member is valued and cared for.

 Best Places To Work In Direct Selling 2018 Honorees!

Pick up the April 2018 issue here in which this article appeared.

 

2019 Best Places to Work in Direct Selling – Total Life Changes

by Leave a Comment

“Our top priority for maintaining a great work environment is being honest and transparent with each other and letting all of our employees know that we are here to support them daily.”
—SCOTT BANIA CHIEF COMMUNICATIONS OFFICER
Company / Total Life Changes, LLC.
Headquarters / Fair Haven, Michigan
Number of Full-Time Employees / 104
Year Founded / 2003

WHAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

We believe and trust in each other, and in doing so, we hold each other accountable on a personal and professional level. This embodies who we are as humans and how we treat each other. We value each other, and this is delivered naturally through every department and every employee which naturally resonates with our customers and Life Changers(distributors).

WHAT IS YOUR TOP PRIORITY WHEN IT COMES TO MAINTAINING A GREAT WORK ENVIRONMENT?

Our top priority for maintaining a great work environment is being honest and transparent with each other and letting all of our employees know that we are here to support them every day. Our COO John Licari and Founder Jack Fallon visit every department daily, thanking them for being here, and asking them if there is anything they need support with. We analyze our mistakes and take corrective measures to implement changes promptly.

TELL US ABOUT YOUR COMPANY’S COLLABORATION EFFORTS WITH EMPLOYEES IN ALLOWING THEM TO VOICE THEIR THOUGHTS, IDEAS, AND SUGGESTIONS.

TLC hired a local company and worked with a “Brand Therapist.” Employees were challenged to express their thoughts, ideas and suggestions for improvements and the results of this data were reviewed from multiple workshops and surveys to assist the executive staff in making informed decisions to improve the culture and the efficiency of our operations. It was also during this time that TLC’s administrative staff officially established its core values and company archetypes.

WHAT UNIQUE OR UNUSUAL PERKS DO YOU ALSO OFFER?

TLC employees have an account. Department heads can load/add points to employee accounts as a means of recognition or reward for modeling one of the seven core values. Points are used toward discounted product/apparel & merchandise purchases.

Our office hosts an awards ceremony every quarter. Each department head selects one or more employees and categories of achievement/recognition to edify an employee in their specific department. Typically, the candidates receive crystal awards, gift cards, and plenty of TLC love to celebrate their contributions.

HOW DOES YOUR COMPANY GIVE BACK TO THE COMMUNITY?

Each year our employees participate in a food drive, we collect toys for tots, as well as coats, gloves, and scarves for children during the holidays. In January 2019, TLC held a Kickball fundraiser in Disney Springs, Orlando in honor of a Life Changer that was addicted to opioids. Over one hundred Life Changers and their children raised money and donated it to Teen Challenge Southeast Region Orlando, a center dedicated to reformed addicts.

HOW DO YOU DEVELOP AND MAINTAIN TRUST BETWEEN ALL LEVELS OF YOUR COMPANY?

Our executive staff, department heads, and Human Resources Officer have established some best practices to ensure that we maintain consistent feedback within our departments. We believe that consistent feedback will cultivate authentic relationships. All of the department heads and executive staff also read and reviewed the One Minute Manager, written by Ken Blanchard. This book has helped each department head utilize effective strategies and meaningful praise to foster stronger relationships amongst employees. The most significant attributes that our company uses always points back to our seven core values. Every decision we make should intentionally reflect one or more of our core values.

WHAT IS THE SINGLE MOST FUN DAY OF THE YEAR AT YOUR COMPANY?

The single most fun/entertaining day of the year at Total Life Changes is typically a weekend event in our hometown of Detroit, Michigan. For the past two years, all of our employees, their families, our local leadership, and out-of-town guests are invited to our headquarters for a familystyle cookout preceding our corporate event on the following day. Children enjoy lawn games and
a dunk tank while parents, employees, and family members enjoy fresh barbecue, music and dancing and of course, the world-famous Fun Friday Live broadcast on Facebook. Additionally, employees enjoy our holiday party inside the auditorium at our headquarters in Michigan; this includes “Secret Santa” gifts, individual awards and recognition as well as a karaoke contest amongst employees.

WHAT BENEFITS DO YOU OFFER TO YOUR EMPLOYEES?

Our office is treated like a home. Every employee birthday and anniversary is celebrated. We often offer free lunches to all employees and we host holiday parties. In addition to these perks, hourly employees receive 5 days of PTO their first year, 10 the second year, and 15 after 4 years. Salaried employees receive 10 days of PTO for the first four years and then 15 PTOs after. TLC will also be offering all employees a 401K option in April 2018.

HOW MANY EMPLOYEES HAVE BEEN AT YOUR COMPANY FOR FIVE YEARS OR MORE? AND WHY DO YOU THINK THEY STAY?

We currently employ 17 full-time employees that have worked at Total Life Changes for more than five years. We genuinely believe that every one of these employees, including myself, have become addicted and obsessed with helping others change their lives. It’s that simple. Jack models a servant strategy, and he surrounded himself with passionate family members from TLC’s earliest beginnings in the basement of his home. I guarantee that if we had been able to relocate to a larger location sooner, this number would exceed 30 employees.

 Best Places To Work In Direct Selling 2018 Honorees!

Pick up the April 2018 issue here in which this article appeared.

 

2019 Best Places to Work in Direct Selling – Zurvita

by Leave a Comment

 

“At Zurvita we walk the talk by serving and demonstrating real compassion for the wellbeing of one another.”
—BRANT WALLACE SVP OF RESOURCES & STRATEGY
Company / Zurvita Inc.
Headquarters / Houston, Texas
Number of Full-Time Employees / 110
Year Founded / 2008

HOW WOULD YOU DEFINE YOUR COMPANY CULTURE IN A FEW SENTENCES?

Zurvita’s Founding Principles guide our business at every level. The Primary Founding Principle, creating a company that Honors and Glorifies God, permeates through every area of the business. So much so, that Zurvita’s employees and leadership walk the talk by serving and demonstrating real compassion for the well-being of one another, our field consultants, and our customers. In other words, we genuinely care about each of the lives that we are changing.

TELL US ABOUT YOUR COMPANY’S COLLABORATION EFFORTS WITH EMPLOYEES IN ALLOWING THEM TO VOICE THEIR THOUGHTS, IDEAS AND SUGGESTIONS.

We utilize a website run by employees, wherein peer recognition, ideas, and suggestions are presented and discussed. In addition, on a monthly basis, we have an all-hands meeting to update staff and listen to employee thoughts and ideas. The following month, we update employees on the acceptance and implementation of some of their ideas. Finally, we offer a bounty for ideas that generate top line revenue or reduce back-end costs.

WHAT UNIQUE OR UNUSUAL PERKS DO YOU OFFER?

At Zurvita, we are proud to offer our employees diverse opportunities to volunteer through our Ministries’ programs. We support and care about our employees by providing a Corporate Counselling Program for the mental, physical, and spiritual well-being of our employees. Zurvita is pleased to have a Financial Freedom Program offering financial education and access to retirement specialists and money managers. Since Zurvita is in the business of serving people, we offer a voluntary 1-year training program that teaches people to serve in ministry. To date, 28% of our employees have gone through this training and utilized this unique perk.

OUR INDUSTRY SPENDS A LOT OF TIME WORKING ON DISTRIBUTOR RECOGNITION PROGRAMS. HOW DOES YOUR COMPANY BRING THE SAME RECOGNITION TO YOUR EMPLOYEES?

Our company offers Ongoing Employee Peer Recognition. Monthly, the department heads get together and recognize one or two outstanding employees. The recognized employees are given prizes, night out with their spouse, trips, cruises, gift cards, and time off. Every year the outstanding employees are recognized on stage at our National Convention.

HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

Zurvita values both personal and professional development. We offer tuition reimbursement and internal leadership and management training. We provide full access to Online Training Modules via Lynda.com and other universal learning platforms. To support personal development, our company provides access to Discipleship Training/Bible Study and to a Company Nutritionist and Trainer. We also support and grant the ability to moonlight or work side hustles and jobs in their area of interest or specialization.

HOW DOES YOUR COMPANY GIVE BACK TO THE COMMUNITY?

Zurvita is passionate about giving back to the community. Ten months out of the year, Zurvita partners with its Corporate Foundation, Zurvita Ministries, to go out into impoverished areas in the
United States to feed at least 500 people. In 2018, we fed over 12,000 people across 11 cities in one day. Our company also participates with Disaster Relief Efforts around the world.

WHAT IS THE SINGLE MOST FUN DAY OF THE YEAR AT YOUR COMPANY? WHY?

Our Zurvita employees love our Thanksgiving Lunch/ Dinner because it is a time when each and every one candidly (and sometimes emotionally) shares stories of why they are grateful, how the company has impacted their life, and what their goals are for the following year.

HOW MANY EMPLOYEES HAVE BEEN AT YOUR COMPANY FOR FIVE YEARS OR MORE? AND WHY DO YOU THINK THEY STAY?

Zurvita is thrilled to have 47 employees that have been with us for more than five years. We feel that our culture, transparency, friendships, and support make Zurvita a place that people want to stay at. We treat each like we are family, because we are.

WHAT IS SOMETHING NEW THAT YOU’VE ADDED IN 2019 TO ENHANCE YOUR WORK PLACE?

In 2019, Zurvita has many exciting plans in place. We have added Internal Health Challenges to help our employees personally develop. We are embracing and highlighting diversity with a Semi-Annual Potluck Lunch. We are also designing new office spaces with quiet and activity areas. We will be completing a monthly highlight on a different team or department. It is going to be a fantastic year!

 Best Places To Work In Direct Selling 2018 Honorees!

Pick up the April 2018 issue here in which this article appeared.

 

2019 Best Places to Work in Direct Selling – Youngevity

by Leave a Comment

“Our top priority is ensuring that each member is provided the resources to do their best work, and that everyone understands their individual efforts are valued and vital to the continued success of Youngevity.”
—STEVE AND MICHELLE WALLACH CEO & COO
Company / Youngevity International, Inc.
Headquarters / Chula Vista, California
Number of Full-Time Employees / 431
Year Founded / 1997

HOW WOULD YOU DEFINE YOUR COMPANY CULTURE IN A FEW SENTENCES?

At Youngevity we build momentum, achieve our goals, create a better day, and always strive to be the change we want to see in the world.

WHAT MAKES YOUR COMPANY ONE OF THE BEST PLACES TO WORK IN DIRECT SELLING?

A company-wide belief in Youngevity’s mission to equip individuals with the knowledge and tools necessary to lead a well-rounded, healthy lifestyle makes Youngevity one of the best places to work. Positive energy is contagious. When our employees embrace and believe in our mission, enthusiasm, camaraderie, and a unified sense of purpose invariably follow. This sense of purpose then seeps into virtually every aspect of our business.

WHAT IS YOUR TOP PRIORITY WHEN IT COMES TO MAINTAINING A GREAT WORK ENVIRONMENT?

Our top priority is ensuring that each member of the Youngevity family is provided the resources to do their best work, and that everyone understands their individual efforts are valued and vital to the continued success of Youngevity.

TELL US ABOUT YOUR COMPANY’S COLLABORATION EFFORTS WITH EMPLOYEES IN ALLOWING THEM TO VOICE THEIR THOUGHTS, IDEAS AND SUGGESTIONS.

We believe in open and honest discourse across all departments and disciplines. Youngevity has an open-door policy which encourages open discussion between management and each member of the team. Communication across all departments is crucial as it increases trust between all levels of the company and enables leadership to best respond to the needs of each employee and to the team as a whole.

WHAT UNIQUE OR UNUSUAL PERKS DO YOU OFFER?

Remaining true to its mission of cultivating an environment rich in health and wellness, Youngevity covers the first $3,250 of our individual employees’ out-of-pocket medical expenses. For families, the company covers the first $6,500. We also offer special employee discounts on Youngevity products throughout the year.

HOW DOES YOUR COMPANY SUPPORT TEAM MEMBERS IN THEIR PERSONAL AND PROFESSIONAL DEVELOPMENT?

We encourage our team members to broaden and strengthen their individual skillsets by challenging themselves to continue to learn. This includes furthering their education and attending seminars and conferences related to their field. We are also big believers in promoting from within, allowing our employees to increase their respective levels of responsibility as they gain experience and expertise in their department.

HOW DOES YOUR COMPANY GIVE BACK TO THE COMMUNITY?

Youngevity supports the community through our Be The Change Foundation, a grassroots, actionoriented nonprofit charitable organization. Be The Change was founded in 2013 with the mission
of joining the hands of our corporate staff and distributors to create a better day and be the change we want to see in the world. As a united force, we change the world while changing ourselves in the process. This total giving of the body, mind and spirit is at the very heart of our foundation. Be The Change gives back to the community in various ways. These Random Acts of Kindness #RAK range from making financial donations to organizations such as the American Red Cross, Make-A-Wish Foundation, and the Gary Sinise foundation, to our corporate staff members and distributors volunteering their time to assist other local charitable organizations, food banks, and animal shelters.

WHAT IS THE SINGLE MOST FUN DAY OF THE YEAR AT YOUR COMPANY? WHY?

Each year, as a way to thank our employees for their hard work and dedication to Youngevity’s mission, we invite each of them to attend a themed holiday party in December. Past themes have included Masquerade Ball, Casino Night, and Carnival, just to name a few. This year, it will be held at the world-famous San Diego Zoo. It’s going to be wild!

HOW MANY EMPLOYEES HAVE BEEN AT YOUR COMPANY FOR FIVE YEARS OR MORE? AND WHY DO YOU THINK THEY STAY?

Almost 30% of our headquartered employees have been members of our team for longer than five years. Over those same five years—since 2013—Youngevity has witnessed its revenue double as a result of several major acquisitions. Our family has grown as well. We have welcomed many bright-minded individuals with fresh ideas from all over the world into the Youngevity community as a result of these acquisitions. As the Youngevity family continues to grow, so too does our mission.

 Best Places To Work In Direct Selling 2018 Honorees!

Pick up the April 2018 issue here in which this article appeared.

 

Dr. Ralph Brigham, Southwestern Awarded Top U.S. Internship for 2019

by Leave a Comment

Dr. Ralph Brigham and Southwestern Advantage have been selected as award recipients of the 2019 Charles F. Kettering Award.

Each year, Cooperative Education & Internship Association (CEIA) recognizes one recipient of the Charles F. Kettering Award for excellence in industry, business or government internship/cooperative education programs. CEIA is the national leader in cooperative education and internship program management.

This award comes with the distinction of being rated as the top-rated internship/cooperative education employer in the nation providing outstanding resources and service to college students and the profession. Southwestern Advantage joins a prestigious group of past winners including IBM, NASA, Walt Disney, AT&T, PriceWaterhouseCoopers, Bloomingdale’s, Ford and General Motors.

For the past 17 years Dr. Brigham has served as the company’s global director of Campus Relations. In his role, he is the liaison between universities and Southwestern Advantage in building and maintaining relationships with the more than 200 universities in North America, Europe and Asia that have students participating in the program (over 1,600 campuses total in 151 years of continuous operation). He has been invited to speak to students at universities across the United States and in France, England, Estonia, Lithuania, Poland, Czech Republic, Slovakia, Latvia and Kazakhstan to name some recent countries.

Dr. Brigham has served as the president of the National Association of Colleges and Employers (NACE). In 2013 he was inducted into the NACE Academy of Fellows. 

“I am humbled and honored to be recognized by CEIA, and for Southwestern Advantage to also be recognized alongside some of the top companies in the world,” said Dr. Brigham. “For over 150 years, Southwestern Advantage has provided services and opportunities for college students to gain an experiential education through our entrepreneurial program. This award is a result of the principles that the company stands for and instills in the students who participate.”

Southwestern Advantage is the oldest entrepreneurial program in the United States. Since 1868, Southwestern Advantage has offered a sales and leadership program that gives university students a way to afford their degrees, gain entrepreneurial skills, and build character. Each summer, a sales force of nearly 1,500 independent student reps market an educational learning system to families across the U.S. and Canada through direct sales.