We're Rewarding People Who Rock! Human Capital Strategy @ Work
Brandt D. Beal
Chief Executive Officer
At Gibraltar, we expect our team members to give 110% in every area of their job by taking ownership over their work and producing results. We work hard to create positive outcomes for our clients. In doing so, our team members must demonstrate a high level of business acumen, drive, and dedication. This past month we embarked on a cultural revolution that I believe will further instill a sense of ownership in each of our team members.
Results-Based Work Environment
At the end of the day, our clients, business partners, employees and I desire that our efforts at The Gibraltar Group create positive results. Because we have many Generation Ys (a.k.a. Millennials) on our team, we saw the opportunity to change our internal policies and benefits to better motivate our Millennial team members and align more closely with our company mission and values. After a few lengthy discussions with our human resources, finance, and operations leadership, we made some significant changes. We decided to start treating our employees like owners since we expected them to act like owners.
Gibraltar Compensation – The 7.8.9 Plan
I thought it was time to create and implement a compensation structure that better rewarded our employees for the hard work they do. Our 7.8.9 Plan is a simple, but powerful, formula that 
rewards our team members monthly. As an owner, I receive a pay raise through growth and profitability, so, why not implement the same structure for our employees? We want to put our employees in control of their financial future. The 7.8.9 Plan, combined with our annual profitability bonus, creates a compensation program that Rocks!
“No Limit” Vacation Policy
We have never micro-managed the hours of our team members. They have diligently worked the hours required to get the job done. They regularly answered emails and voicemails late at night and even while on vacation; however, we micro-managed their vacation. This just didn’t seem right, so I decided to get rid of our vacation policy altogether, allowing our employees to take the time they need while still creating positive results. It’s ok if our employees need a day to recharge; it would also be ok if they wanted to plan an epic three-week tour of Europe. We only have one rule in our vacation policy, which is really more like a responsibility statement:
“In everything you do, we ask that you act with The Gibraltar Group’s, your colleagues', and our clients' best interest at heart.”
Telecommuting Policy
My creative juices are hard at work late at night which is why I am notorious for sending emails in the wee hours of the morning. I also know that I am sometimes able to work more efficiently and effectively when I am away from my office and its distractions. We implemented a policy allowing our employees to work off-site when needed, as long as their availability to colleagues and clients is unaffected. The next time you speak with your Gibraltar representative he or she may be at the local coffee shop enjoying a latte while securely connected to Gibraltar’s computers and telephones.
At the Gibraltar Group, we have experienced 100% growth almost every year since our inception. We realize that our team members’ talents, commitment, and hard work are the reasons for our continued success. Our employees are important to us. Our goal is to create an environment where career fulfillment and personal growth are normal outcomes. In that environment, financial rewards occur naturally.
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