Webcor Reviews

This response has been posted on behalf of Chief Operating Officer Tony Rango: Along with the entire executive team at Webcor, I want to thank you for taking the time to share your observations. All of us are very happy to see that your overall experience at Webcor was a positive one. I want to share some thoughts about the "cons" you shared in your review. First, I appreciate your initiative in posting these comments and your candor in sharing your observations. Over the last few years, Webcor has grown rapidly and we are working to implement processes that are more characteristic of a large company than a small one. How we hire and promote our people is one of the most important ingredients in this formula. While we still have work to do, we are committed to our career planning process. The calibration process you referenced was designed to ensure that the decisions about whom to promote are determined by regional management based on each employee's performance and skills. We undertake this process twice each year; it gets better each time we go through it, in part because our managers grow more and more accustomed to it. We expect that trend to continue, resulting in fewer and fewer of the kinds of issues you noted. You also mentioned that you have seen new-hires brought on board at higher pay than existing employees with the same titles and experiences. We review salary twice a year, tapping into both internal and external benchmarks. We have defined ranges for hiring that ensure internal equity and we regularly evaluate the risks associated with new-hire salary relative to existing employees. I would note that existing employees are not always aware of the reasons for the salary a new-hire is offered. I believe the reason you loved working at Webcor is that we have committed energy and resources to make the employee experience the best in the industry. That effort is ongoing and we will include your notes in our discussions to ensure we keep moving in the right direction. Again, I'm grateful that you took the time to share your experience. If you have any questions or other observations, please reach out to me or any member of the executive team directly. Tony Rango Chief Operating Officer

I appreciate your recommendation that leaders spend more time visiting job sites and meeting with employees. Nothing beats face-to-face sessions between leaders and employees, especially when leaders spend more time listening to employees than talking to them. This is one of the reasons we schedule occasional executive roadshows to job sites. Executive Safety Walks represent another opportunity for leaders to hear from employees in the field. Our annual Town Hall meeting is one more activity planned specifically so employees can be heard. We recognize this is not enough. We continue to try to find ways for Webcor's leaders to add site visits to their hectic schedules. In the meantime, we are introducing other ways to give employees the chance to raise issues. In addition to being able to share their thoughts with their HR Business Partners, reach out to an executive, or call a confidential hotline, we have introduced Pulse Surveys, which are specifically designed to address areas for improvement within teams. Managers see the survey results from their own teams and are required to develop action plans to address areas where the survey has identified weaknesses. The survey also gives managers the chance to see if action plans implemented since the last survey have delivered results. We believe these surveys are highly valuable and would continue with them even if our executives were able to spend every day visiting employees on job sites. The experience employees have at Webcor is top of mind for the company's leadership -- it's one of four strategic initiatives on which the company is currently focused. We are committed to delivering exactly what you ask for in your review: strong support from management. Posted on behalf of Tony Rango Chief Operating Officer

POSTED ON BEHALF OF TONY RANGO, CHIEF OPERATING OFFICER Thank you, first of all, for the "Pro." We are justifiably proud of the work we produce for owners and developers. I also want to thank you for your candid commentary in the "Cons" segment of your review. There are occasions when the demands of a project may put it through an intense period that requires more time. This should not be the rule, nor should it be constant. In fact, providing employees with a great experience is so important to us that it's one of our four key business initiatives. As you probably know, our president and CEO, Jes Pedersen, held a companywide videoconference a couple of weeks ago to address this very issue. He also shared a LinkedIn article just last week (https://www.linkedin.com/pulse/managers-front-line-bettering-employees-lives-jes-pedersen/) outlining his expectations of managers. In that article, he wrote: "This is what it means to be a manager: Be aware of how the members of your team are doing. Always keep their best interests in mind. Treat every member of your team with respect. Set goals for each of your players and be prepared to help them. Don't just talk about our purpose. Be our purpose. Show your people that you care about them. Build career solutions for your reports and better their lives." I point this out by way of showing that Webcor's leadership is taking active steps to ensure every manager meets our expectations. To be sure, we have many outstanding manageRs who do a great job of coaching and inspiring their people, who live and breathe our belief in "active caring." But we also know there are still some who, as Jes put it in the article, "have yet to embrace this role, which reflects the changes our company and our industry are going through." Unlike building a building, where you proceed from step one to step two, building a manager culture is more of an evolution. You definitely have not heard the last of our work to create this culture, one in which every employee's experience is enhanced by a manager they want to work for. Finally, I encourage you to reach out to us directly with more information we can use to address your specific situation. You can call any member of the executive team, your HR Business Partner, or our hotline, all in complete confidence. I want you to know that I, along with every member of the executive team, care about you and your experience at Webcor. Tony Rango Chief Operating Officer