Better Than Most is a regular feature of The Business of Giving, examining the best places to work among social good businesses and nonprofit organizations.
Denver: And this evening, we’re going to go across the Hudson River and over to West Orange, New Jersey in an organization that is on everybody’s best places to work with year in and year out. It is the Kessler Foundation. We will begin the segment with their President and CEO Rodger DeRose, and then hear from the other members of the Kessler Foundation team.
Rodger: I think the other area that is so important is if you manage your organization with a real human element– where you are human first and manager second, it really shows in the culture of the organization… and how you address personnel issues, for example, that are going to live with the organization for a long period of time. Every organization has to release somebody at some point for not meeting the performance metrics. How you release that person, for example, says a lot about the organization. If you do it in a very dignified way, in a way that allows an individual to leave with grace and dignity, it says something about the organization. And that as that person leaves, that you continue to have a very meaningful discussion or relationship with the person, so that it’s a positive relationship as opposed to a negative one. That translates to how people view you in the marketplace.
Sharon: My review is coming up next month but Anne sits down with me on a bi-weekly basis and provides me an hour of her time and we normally sit there for two hours. And she provides that time for me to talk to her about anything that I want to talk about, whether it be how do I figure out something? What’s going on with the organization? Where does she think we should be going? She’s invested her time in my development and my understanding the organization and she tells me every two weeks, “You’re doing a great job!” which really helps me as a person to know that I am making a difference, at least she thinks I am making a difference, and it’s a good quality to have in a boss because they are invested in you. But it’s not just her and time that she is investing. She is investing her time in me allowing to grow with the organization and to think of ways to help the organization grow.
Raza: And I think what’s been most significant for me and kind of has provided the base wild factor is the tangible impact and the hands-on role that the senior leadership plays in making sure they stay involved, making sure they stay aware with what’s going on within the organization, and the fact that they try to be personally invested in the work and the mission of each individual employee. So, I was pretty impressed that some of the senior administration, they actually know exactly what I am doing, when I am doing it and they take a vested interest in what we do.
Nancy: So, the mud run, this was our third year doing the mud run together and the team has gotten bigger every year and everybody, it seems to be more fun every single year. And that’s not the only event that we do. We do other fundraising walks. We have parties. We do a lot of things offsite just because we enjoy being together. And I think that that really makes a tremendous difference in how we work together during the work time.
Laura: One of the activities that I wanted to mention that demonstrates the transparency here at the foundation is the employee focus groups that Roger holds. So, basically, he takes an employee from different departments. I guess he has some type of formula for choosing who comes and then he sits down with them for about an hour, an hour and a half, and we’re able to openly discuss our experiences at the foundation, any issues that are evolving if any and he wants to actually hear from the employee. So, it doesn’t matter what level they’re at. They can be at a lower level or upper management level and we’re all sitting together at a roundtable discussing the issues. He also allows us to propose resolutions. So, we’re learning where each department is, what the activities are that they are doing, and he’s really taking into consideration everybody’s opinion and experience and I think that’s as transparent as you can get.
Chris: At Kessler Foundation, a lot of the supervisory staff and a lot of the bosses, they really encourage their employees in my position, in particular, to forward their career and to forward their knowledge. They want them to go on to get some kind of education. That’s why one of the plans that we offer at Kessler is a tuition reimbursement plan for a lot of the people who might be interested in going back to school. So, I have the good fortune of taking advantage of that this Fall. I talked to my supervisors at Kessler and I said to them, “Look, I am interested in applying for school but I still want to continue to work here while I go to school.” And they worked with me and we discussed what research studies I could still continue to be on and what research studies I’d be able to stop being on and how I’d work my hours throughout the week.
Ameen: I think what makes Kessler Foundation the best place to work, just bottom line, coming here, you’re going to be a better person. You’re working with some of the leaders of the field — leaders in stroke research, neuroscience, you name it. You’re with the cream of the crop when it comes to education-wise. Then you meet some of the people, the people themselves are so like a wealth of knowledge themselves. A lot of participants I talked to, they really leave an impression on me, makes me appreciate things even more. So, being here, you’re going to be a better person regardless whether it’s scholastically, whether it’s intellectually, or whether it’s on a humanitarian level or – you’re just going to be a better person.
Trevor: In turn, I’m going to address the question of how decisions are made. So, I think, Roger is open to, I guess, all the time, he comes across as a very easy laid back guy, but he’s tough. But he is open and receptive and at first, he may say no but if over a series of time, if you make your point, he is willing to change his mind. He also, with different things, I don’t want to give specific examples but he handles everything by a case-by-case basis. There are many organizations that will handle things just as one blanket way and he’s open-minded enough to realize that each situation is different for individuals and what may be appropriate for one individual or really is best for one individual and go with that, and then have to deal with any ramifications as in other instances. So, he’s easy going yet tough but also very open-minded.
Sharon: The other thing I wanted to talk about was the communications. When grants are awarded, Roger personally puts out an email to congratulate the scientist who has achieved that award because it’s not an easy process that they go through, which Nancy can easily talk about. And it helps everyone in the organization know what’s going on. And all that flooding of emails that come back from people congratulating them on receiving that award because each of those scientists knows how hard it is. It makes us, as the rest of the individuals who aren’t necessarily involved in that process, feel as though we’ve helped in some way.
Samantha: One of the things I love about working here is that I feel like my hard work is really noticed and my research manager will tell me when she sees me doing something she likes or if my recruitment numbers are high, they let me know. I’ve actually had Roger tell me, “Thank you. Thank you so much for all your hard work,” and that’s pretty amazing. Most of my friends don’t know the CEOs of their company. They’ve never met them. They might not even know their names. But Roger really takes the time to get to know us and he appreciates our hard work and he tells us. And sometimes they’ll give out a little Visa gift card, a little bonus, which is a small gesture but it really goes a long way in making me feel appreciated and I really love that.
Nancy: And I generally know what to expect but he always surprises me and there’s always something that I didn’t think of or I didn’t notice, some place where I can improve, and I find as an employee that, that review is extremely beneficial. I also enjoy it as the supervisor because I think it gives me an opportunity to provide the feedback in a constructive way but also hear what the scientists that worked with me, how they feel they’re doing and where they want to go in the future. So an important part of our employee reviews is goal setting, and it’s not only goal setting in terms of what the lab goals are or what the grant goals are, but it’s also goal setting in terms of what the employee’s goals are. So, yes you want to accomplish this in terms of your line of work or in terms of your position in the lab but what about your professional development? What else do you want to learn? What else do you want to do? And let’s set that as a goal and make sure that in the next year you do that. So, I think the employee reviews are fantastic.
Denver: I want to thank Susana Santos for helping to organize my visit and to all those who participated – Ameen DeGraffenreid, Raza Husein, Trevor Dyson-Hudson, Laura Viglione, Christopher Bober, Sharon Cross, Samantha Schmidt, and Nancy Chiaravalloti. You can listen to this again, read the transcript and see pictures of the participants and facilities simply by going to denverfrederick.wordpress.com, and waiting for you there will be a link to my full interview with Rodger DeRose, the President and CEO of the Kessler Foundation.
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