Performance Management Program Refresh

Earlier this year, you took part in a survey about our Company culture. We followed up with focus groups to learn more. And, here’s what you told us…

Thank you for your feedback – whether during our Company Culture survey or the follow-up focus groups held earlier this year. Below is what we heard from you

Later this year, we’ll share our enterprise action plan, including ways each of us can continue to positively impact our culture. This is a journey we’ll take together.

Company Culture Survey Feedback

Following are responses taken directly from the SurveyMonkey tool in which the survey was conducted.

Review quantitative results directly through the SurveyMonkey portal here: https://www.surveymonkey.com/results/SM-GNWBXBH79/

Open-ended responses are not available through this link, but here is a sampling of representative answers:

• Question #12: What are you most proud of as an employee at Olympic Steel?

• “A good place to work with good benefits and a good work environment.”
• “Always trying new procedures and producing new parts that others have difficulty producing.”
• “As a ‘new’ addition to Olympic steel, coming with Berlin Metals, upper management shows they are concerned with the employees and our welfare. They don’t just talk a good game but they really mean it.”
• “The tight knit feel of a team- that we are all working towards the same goal.”

• Question #13: If you were leading Olympic Steel’s diversity, equity and inclusion efforts, what would you do first?

• “Awareness training that Olympic wants to make an effort to improve in the areas of diversity, equity and inclusion. Develop a policy statement and define what it is we want to do and provide tools on how we can accomplish this along with how we measure our success.”
• “Continue to make sure that everyone has an opportunity to better themselves. Give the choice of more education opportunities as they arise.”
• “Ensure that this initiative was not just a “checked box” but rather a new way of thinking and leading. Understanding that this will take commitment and pushing for folks to think outside the box. They will be uncomfortable and that is ok. We need to push forward and change the way our industry is looked upon relative to diversity.”
• “I would form a voluntary committee to brainstorm various ways to promote diversity, equity, and inclusion through media distribution and community involvement.”

• Question #14: How can Olympic Steel attract a more diverse workforce?

• “Advertise and Promote Olympic Steel in ethnically diverse populations/colleges.”
• “Create opportunities for new employees to move up. It requires growth as a company and motivated employees knowing they won’t be stuck at a position due to gender or race. Opportunity for everyone keeps employees motivated and will attract employees of all races and genders.”
• “Hire and promote more qualified diverse candidates and have them participate in the Diversity initiative and related hiring events at colleges, job fairs, etc.”
• “It is difficult to attract younger generations to manufacturing jobs. Encourage employees to recruit their friends, compensate above the going rate and use current employee testimonials to attract quality candidates.”

Company Culture Focus Group Feedback

The following feedback was captured and provided by our partner with Embrace Consulting. Key takeaways are grouped by discussion themes from 8 different focus groups, including 76 participants from across Olympic Steel and our subsidiary brands.

Work Environment

• Overall, feedback regarding Olympic Steel’s work environment was positive. Many employees said it’s “like a family.”
• In general, employees (particularly on the production floor) would like more time/opportunities to meet with Leaders when they visit from Corporate or other facilities.

Benefits & Programs

• Employees would like to see greater HR representation / access / availability.
• Employees want more information / communication / education about their benefits.

Diversity & Inclusion

• Ethnic diversity was not seen as an issue; however, many recognized that there is little to no diversity on some teams.
  
• Some felt that gender and/or generational barriers kept them from feeling included in certain situations.
  
• Language barriers, both verbal and written, pose challenges for some employees / locations.
  

Development & Advancement

• Employees identified an opportunity to provide better coaching and feedback to clarify expectations and how individuals can have an impact on the success of the Company.
• Cross-training and training in general was requested to drive greater engagement and collaboration.
• No barriers were identified related to being able to access Leadership; however, employees suggested that Leaders might reach out to initiate those conversations more often.
• Some noted that COVID-19 and related health and safety protocols (e.g., social distancing) put a pause on recurring team meetings / town halls / information sessions. Employees would like to see these return.

Recruitment & Retention

• For new hires, employees recommended putting more training in place to assist in bringing new team members up to speed and improve retention.
• To support recruiting efforts, employees suggested engaging and initiating networking with more schools, colleges, STEM programs, women’s groups, diversity organizations, etc. They noted that attracting people to our industry can be challenging because “steel is not sexy.”
• To draw more women to our Company, employees suggested putting more programming and support in place for women who join Olympic Steel.

Leadership

• Recommendations specific to Leaders supporting diversity and inclusion efforts included, increasing their overall presence, being consistent with communication, supporting overall change initiatives and to “stay the course.” Employees felt that Leaders must keep diversity and inclusion efforts in front of teams to avoid the perception of a loss of interest or moving on to the “next” thing.
• For diversity and inclusion work to be successful, employees felt that it’s important for Leaders to encourage employees from all levels to support the work and take part in related programs and activities as they are rolled out.

Representative Comments from Participants

• “I don’t believe there is a problem. Why are we focused on this?”
• “Due to our location, ethnic and gender diverse hiring is challenging.”
• “We’re a small team and get the job done without the need for DEI efforts.”
• “We have struggled to have consistent gender representation on the production floor, so we just hire men.”
• “I would appreciate learning more about DEI.”
• “Will there be training provided to all employees?”
• “I enjoy working here and have been given great opportunities.”

Next Steps

We’ve heard you, and we’re incorporating your feedback and suggestions into a company-wide action plan, focused on how we attract, engage, develop and retain members of our teams. More to come in the months ahead.

In the meantime, consider simple ways you can contribute positively to Olympic Steel’s culture, like

• finding ways to connect with and involve every member of your team;
• building project teams with different perspectives;
• inviting and exploring new ideas;
• taking part in training and new opportunities to learn and grow – professionally and personally;
• gaining exposure to different cultures and perspectives; and
• creating open lines of clear, respectful communication.

We can all help make Olympic Steel a welcoming and inclusive place to work.