office culture

The Business of Giving Visits the Offices of Share Our Strength

Better Than Most is a regular feature of The Business of Giving examining the best places to work among social businesses and nonprofit organizations. 


Denver: Share Our Strength is one of the most highly regarded nonprofit organizations in the country. Their No Kid Hungry Campaign is ending child hunger in America by assuring that all children get the healthy food they need everyday. I was recently down to their offices in Washington DC and had the opportunity to sit down with the members of the staff and ask them what it was like to work at Share Our Strength.

IMG_2069

AllisonFor me, one of the best things about working here has to do with this culture of hospitality and especially a charitable assumption. And to me what that means is that when someone misses a deadline or hasn’t done something that was up to your standards, whether it’s said explicitly or not, that people are constantly saying, “You have no idea what else is going on in their life. You have no idea what else is on their plate, what other responsibilities they have…” and it just really fosters this spirit of camaraderie and helpfulness and kindness. And it really, I think, only helps our work product and I think really diminishes any sort of office tension in comparison to other places that I’ve worked. It’s really special and really nice here.

ClayOne is that our president holds regular brownbag lunches with a cross-section of employees to give them a venue to talk about any topics that they want to bring up. It also gives him an opportunity to pose different questions to them that the leadership team here is thinking about or issues that we’re wrestling with through engaging what employees think. Those conversations are translated for the larger leadership team so that they know about we came up and the things that we should consider taking action on or be thinking about how we’re addressing them especially when there’s a misconception about something that’s been communicated or anything like that.

KhiaSpecifically going back to onboarding, I think when it comes to the company culture, we do stress that. For me, I tell my friends, like “If you aren’t open to being creative and doing something new, then this might not be a place for you,” because we definitely do a lot of things new all the time, which is great.  It keeps things fresh, keep things new. And then once they’re onboarded, I do a specific orientation on learning and development, just making sure that people understand that that’s important to us in developing our employees while you’re here and as well as going forward if you do leave the organization.

MorganBut my favorite thing, and I was so, so happy to hear about this when I first joined the team, is that they have this awards called the “Golden Apple Awards.” There are four given out twice a year. It’s based on leadership, fun, team work, and you’re nominated by your colleagues and you actually get this amazing, very high-quality trophy that is of course shaped like an apple. And you’re recognized in front of all staff at the all staff meeting and your supervisor or usually an executive on your team gives an overview of the work that you’ve done. And I can’t say that I’ve ever seen that anywhere.

IMG_2055

AmandaBut one of the things I really liked was it wasn’t an initiative that just came out from the HR team saying, “We are going to become more diverse, and these are the five ways we’re going to do it.” I really liked that the organization opened up the call to anyone and everyone that wanted to join and really take the initiative on. They’re being very fluid and open about what diversity means, whether it’s with the people that we work with, the work that we’re doing, the people we’re working for, partnerships. It’s really kind of across all boards what does diversity and inclusion look like as we implement our work

Allison:  One is about the salary conversations. Increases annually are always very separate from your performance review. That’s set out really intentionally so that the focus is separate on your performance and how you can improve and making sure that you’re growing and concentrating on your skill set and your performance

But it used to be associated with the point system and they stripped the point system from it, too. And I love that because now it allows you to just stick to really what skills and cater that to the individual employee versus being so stuck on this number and making the number fit across your team and making it make sense across peers and different job descriptions. So that’s been really helpful and I think really encouraged honest conversations about people’s performance and how they can grow.

DonnaSo we were all given an opportunity to either be a mentor or be a mentee, and I offered to be a mentor. We had speed-dating round where we all went around to see how we all got along and then we got to vote on the three people we’d want to mentor or who we wanted to be our mentor. I was paired up with somebody from a different department. It’s been really nice and HR gave me some training about how to be a mentor, and I just really liked that opportunity. I’m not a manager but it’s developing a nice, interpersonal, some skills and a relationship with somebody I wouldn’t normally interact with and I just think that’s a very caring and supportive thing to do here and I appreciate that.

Denver: I want to thank Billy Shore, their founder and CEO, for opening up their offices to all of us and to those who participated: Clay Dunn, Khia Carter, Morgan Hultquist, Amanda Villacorta, Donna Batcho, and Allison Shuffield. The audio and transcript as well as pictures of the participants in the Share Our Strength offices can be found at denverfrederick.wordpress.com

IMG_2062


The Business of Giving can be heard every Sunday evening between 6:00 p.m. and 7:00 p.m. Eastern on AM 970 The Answer in New York and on iHeartRadio. You can follow us @bizofgive on Twitter, @bizofgive on Instagram and at www.facebook.com/BusinessOfGiving

 

The Business of Giving Visits the Offices of Feedback Labs

Better Than Most is a regular feature of The Business of Giving examining the best places to work among social businesses and nonprofit organizations. 


Denver: We have visited many organizations with thousands and thousands of employees and discussed issues of work culture with them. Most nonprofits, however, have just a few employees who are often asked to wear many hats. And this evening, you will visit one of the very best of that breed, Feedback Labs. We’ll start with Dennis Whittle, who was a guest on the show recently, and then hear from the other members of this lean and multi-talented staff.

IMG_2049IMG_2048

Dennis: I’m pleased about several things about this team. One is that any of us—not just me, but any of us can be photocopying one moment and at the White House co-hosting a meeting the next moment. We can be at the World Bank, the White House, a major foundation, leading that meeting and then reassembling back here and preparing for the next one. And what I like best about the team is almost anybody on the team can interchangeably perform those functions. Many teams are very hierarchical where only the top person does it and everybody else serves him or her – that is not the way we operate.

Megan: So there’s still a culture of working hard, but I appreciate the role modeling of “You have other parts of your life. They’re important, too. It’s up to you to figure out how do you work hard and do what’s expected of you, which is a lot, but also figure out the rest of your life and have room for that.” So I appreciate that.

Meg: I think the culture of excellence that Megan touched on also relates to me of the way in which all of us on the Feedback Labs teams do relate to each other, and that the fact that there’s an expectation of excellence in all of the work that we do enables us to have high expectations for ourselves, which enables us as a team to support each other and cut each other some slack when that needs to happen.

And so I think there have been several examples of times when I know I will beat myself up over something I didn’t get in in time. Or if there’s something that I need some help and didn’t realize I was going to need the support that I did, where Sarah and Megan and Dennis and Jordan – everyone is willing to jump in and are able to do so very willingly and graciously without making me feel like I am slacking on that bit of excellence, that we all kind of hold ourselves to such high standards and we all know that each [other are] doing that. And because of that, we have this culture where we respect each other, we know the work is getting done and therefore we’re happy to jump in where we can. And that’s really, really meaningful to me because I know we’ve all had opportunities where we’ve needed that and it just happens without needing to ask for it, and that’s great.

Sarah: To reflect Dennis’ excellence point, we accomplish the work of a 50-person organization with a 4-person organization, and that’s just because we think we can and we go out and do it. And I’m really proud of that fact. But I also think that we are realistic and we take care of each other and that’s how we can continue to do the amount of work and the quality of work that we do.

And so we have the opportunity to be really small, really agile, and spend some of our time thinking really critically about the extra-curricular parts of our job. So whether it’s editing or whether it’s copying or whether it’s graphic design, who really likes to do that thing? How can we shift our work around so that our job is pleasurable and not only sort of effective? But I do think still that bringing your full self to work is critical when there’s only four of you because you don’t have time for interpersonal friction. You just have to kind of lay it on the table, deal with it and move past it.

Dennis: Part of the requirement is to create magic. And I say this quite often – we can’t succeed as a small team in changing the world if we don’t create magic for the people who come into contact with us. So we don’t even do all the work. A lot of people do the work with us. And they do the work with us because whenever they come into contact with Feedback Labs, they feel good. They feel that we are helping make them productive; that we are helping them project their values and the change that they want to see into the world. And so the experience that we create is one thing that I emphasize over and over, probably ad nauseam to everybody, but I’m really proud that the team, that all of us combined create a sense of magic, whether it be at the Summit or whether it be day-to-day work with the people that we come into contact with or with our 200 and some organizations that make part of the feedback network.

Megan: This drumbeat of interacting with the wider 200-plus organization network that really is Feedback Labs, I think keeps us asking: What do the people – the feedback champions who we’re here to support – what are they trying to do and how can we support them to do it? And then how do we bring magic to doing that?

I think the fact that our focus is always there and that we’re asking ourselves how do we do that with excellence, I think keeps us focused on the right thing.

Denver: I want to thank Dennis Whittle, the Executive Director of Feedback Labs and the other who participated in this piece: Sarah Hennessy, Megan Campbell and Meg VanDeusen. You can get this audio, transcript, and pictures just by visiting denverfrederick.wordpress.com.

IMG_2054


The Business of Giving can be heard every Sunday evening between 6:00 p.m. and 7:00 p.m. Eastern on AM 970 The Answer in New York and on iHeartRadio. You can follow us @bizofgive on Twitter, @bizofgive on Instagram and at http://www.facebook.com/BusinessOfGiving

The Business of Giving Visits the Offices of Meals on Wheels America

Better Than Most is a regular feature of The Business of Giving examining the best places to work among social businesses and nonprofit organizations. 


Denver: If you take the Blue Line out of Washington, it will bring you to Arlington, Virginia, the home of the oldest and largest national organization representing local Meals on Wheels programs, Meals on Wheels America. We’re going to begin with their president and CEO, Ellie Hollander and then you will hear from the dedicated members of the Meals on Wheels America staff. 

image1

Ellie: We have four staff who work off-site.  We’re very supportive of flexible work arrangements, but we never want to lose sight of them. And so, literally, whenever we have staff meetings, we actually have cutouts–which you could see if you wanted to look, Denver–of our four team members and we bring them into the room and always have them sitting around the table. We have cutouts of their faces, glossy, so that they’re always present because we believe that we’re all in this together and we don’t want to ever forget there are colleagues who are sitting with us around the table.

Patrick: I’ve been here for just over a year and I started in April. My birthday is in early June, and I recall something that made an impact on me very early on. It was I came in on June 7 and I had a voice mail, and at that point, a lot of people weren’t calling me because I was pretty new. And the voice mail was someone singing “Happy Birthday,” and it was Ellie, our CEO, calling and leaving me a message singing “Happy Birthday.” And that’s really made an impression on me about people caring for one another here.

Sopha: Every Friday, we try to do what’s called our Friday Jam, which is around 45 minutes until the end of the work day. We try to gather together and we pick someone to create a playlist and play some jams and we just chill out and discuss our week, discuss what we’re doing for the weekend and just try to mingle with each other and chill out.

Jenny:  So I think something that keeps us really connected to our mission is the fact that we volunteer with local Meals on Wheels programs in the area. We have a route every month and two employees can sign up to go and deliver meals. So while obviously that’s—we work for Meals on Wheels and it’s something we’re connected to, it’s really helpful to stay connected to the actual boots on the ground mission, why we show up every day. And co-worker bonding, you maybe get paired with someone you don’t work with all the time so it’s great for bonding. You get to drive around and meet a lot of really cool seniors. So I think the fact that that volunteering part is instilled into the entire organization is really great.

Emily: I’ve been with the organization for just under 10 years at this point, and it’s been an absolute blast seeing the organization grow but also seeing how my career has grown over that timeframe and how Meals on Wheels has invested in me and allowed me to go to conferences—and not just the local ones—and learn so much about so many different topics and has allowed me to explore new fields. So I have actually transitioned from one department to another, started a whole new career path that I never expected to see myself on, especially with the college degree that I got, I’m now doing technical stuff, which I never would’ve thought. And it’s exciting. It’s a challenge every day and I love it. It’s really fun challenge.

image3

Antonette: But we try to make it a life of not just work but also fun. We try to make it exciting and other thigns to do for us to have an opportunity to get together and just be together and have fun as opposed to just working.

Jenny: I’d like to speak a little bit about how we kind of break down silos. Our annual conference is a really great time each year. I like to prefer to it as it kind of feels like summer camp and everyone kind of takes off their role/hat and bands together and does things across all departments and really just pitches in, whether it’s carrying boxes around or staffing one of the training sessions or anything like that. People don’t care like “Oh, well, I’m on the leadership team, I’m not going to help out here” or anything like that. It’s three days of really intense—it’s hard work but we really bond during that time. So it’s conferences that time every year where every one really comes together.

Ellie:  So four times a year, we actually will be providing feedback as managers to our staff and as staff to our managers, and have the ability to automate peer feedback like a 360 but for development purposes and in real time. I think that’s really important because all of us are committed to doing the best we can, and we have an annual staff retreat where we do review the results of our employee survey and we don’t let ourselves get off the hook.

Crystal: And one of the things that I love about Meals on Wheels America is that we did kind of like a work style assessment and it’s called DISC. And it’s been really helpful for me in this work environment to realize oh, yes, not everyone has a work style like myself, but then when I’m thinking about “Oh, okay. I’m going to work with this person. How should I approach them and how should I think about working with them to be an effective colleague?” So I really like that.

Antonette: What do you brag about to friends and family about working at Meals on Wheels America? I would like to say I think I work with the best group of people that I think I’d ever worked with in my career. We enjoy being with each other and that counts a lot.

Patrick: I think it’s worth noting how our office space really reflects not just like the culture of the organization but also the mission. So we have a very open concept with our workspace. We have sort of cubes but not wall cubes, so everything is very open, everyone can see other and speak with each other. But the walls are very colorful. They have our brand colors. We have bright greens and blues. We have wide windows that let in the light. So the whole environment is very light and cheerful, but it’s also…it’s modest yet uplifting. And I think that’s what Meals on Wheels America and our local programs across the country are all about.

Ellie: The other special week I like to spotlight is Spirit Week. You heard a little bit about our annual conference. We do send our employees – all of our employees – to conference because it’s the only chance they get to actually see our members. And we’re a membership organization so we want to never lose sight of who we’re here to support and the seniors that they serve. But there’s so much work that goes into even before we get to conference site. So there’s at least a week or 10 days where we’re meeting every day, we’re pulling together programs, we’re doing name badges, we’re doing whatever. And to keep the spirit, we call it Spirit Week, and each day, we vote on a different way you can dress. So my favorite day is Pajama Day. Every year, I vote for Pajama Day and they let me have it.

Denver: I want to thank Ellie Hollander for opening up their offices to The Business of Giving and to all the others who participated: Jenny Bertolette Young, Emily Persson, Crystal Espy, Antonette Russell, Patrick Bradley and Sopha Sar. Come to denverfrederick.wordpress.com for this podcast, transcript and pictures of the participants and the offices of Meals on Wheels America and hey, while you’re there, listen to my full interview with Ellie Hollander

image2


The Business of Giving can be heard every Sunday evening between 6:00 p.m. and 7:00 p.m. Eastern on AM 970 The Answer in New York and on iHeartRadio. You can follow us @bizofgive on Twitter, @bizofgive on Instagram and at http://www.facebook.com/BusinessOfGiving