Barry-Wehmiller Cos. Inc. - St. Louis Business Journal:

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That translates into a good work environmenf for employees of the manufacturinh andservices company. According to Joseph Wilhelm, generalp partner of Barry-Wehmiller Design Group, the company measures success by the wayit "touchea the lives of people." "Wde measure success by how we by how well we retain people and by how peopld feel fulfilled," he said. "It's not just about, 'Dids you hit your numbers?' It's about creatingt an environment wherethey (employees) make an impact and feel fulfilled." Bob Chapman, presidentf and chief executive of Barry-Wehmiller Cos. Inc.
, said the people-first philosophgy is the main point ofthe company's "Guiding Principles of These principles define leadership as something that "creates a dynamivc environment that is basefd on trust, brings out and celebratesz the best in each individual, allows for teamds and individuals to have a meaningful role, inspirea a sense of pride, challenges individuals and teamss and liberates everyone to realizre true success." The principles requirs Barry-Wehmiller to provide "positive, insightfukl communication that empowers individuals and and to "pay people fairly and treag them superbly.
" Chapman said he implements the Guiding Principles by meeting throughout the year with groups of 20 to 30 employeew from all levels of the company. According to the meetings give employees an opportunity to directly tell him what they thinl of the company and to provide suggestionsz on how tomake improvements. He said the companyy takes suggestions into consideration and implements For example, after a complainy that assembly line workers had time cards while office staff did not, time card s were eliminated throughout the entire company. Barry-Wehmiller also honors its employee s for jobswell done.
In one program, employee nominate co-workers for a chance to drive a company-ownerd Chevy SSR truck for a week. The winningy employee, who can be from any level of the is honored in anawards ceremony, Chapma said. There is no set numberf of winners over the course ofa "It is well beyond winning (the use of) a car," he "It is a true recognition by your peers and sharing that with people you know, people you don't know and sharinbg it with them for a solid week.
" According to Rhonda the company's director of organizational empowerment, Barry-Wehmillerf also implements the Guiding Principles by bringinhg different groups of employees into the main officre once a month for educational forums on a varietyy of topics. The company has an on-sitee fitness center that's open to all employees 24 hoursda day, said Emily communications specialist. It also offerds a 401(k) program with a company matchj and ninepaid holidays. In Clark said, the company hosts regular lunch events, happy hours, barbecues and holiday parties, and it sponsorsa on-site ice cream socials.
Founded in 1885, Barry-Wehmiller has a packaging automationequipment division; an information technologyg and engineering consulting services division; a sheeting and finishing equipment and a paper converting equipment division. The compan had revenue of $772 million in fiscapl 2006. Its revenue should reach about $930 million in fiscal 2007, Chapman The company has aboutr 4,300 employees throughout the world, with 250 of them baserd in St. Louis.