News

Wildman Wins Distributor of the Year Award

The DPA Distributor of the Year Award is presented to the distributor that has grown their sales over the previous year with DPA’s Partner Suppliers and that has added DPA vendors to their product line card. Wildman Facility Services met and exceeded both criteria and was the 15th recipient of this award.

Wildman Wins TRSA Company Community Service Award

TRSA recognizes that many companies in the industry make significant contributions to individuals and communities every day by volunteering their time, actions, talents, and dedication outside of the workplace. They’ve developed the annual Community Service Award to honor a company that has been generous with their time and talents and bring to light their sense of caring and responsibility for others in the community. Wildman recently won this prestigious award and were recognized at the Annual TRSA conference in Miami.

The mission of Wildman is to give back to its employees, customers, and community at home and abroad. Wildman has committed to giving back 20% of its profits to communities and world missions and empowering employees to participate in many community related functions. Projects they’ve supported includes being a court-appointed special advocate for CASA, serving meals at the local homeless shelters, helping rebuild communities after devastating tornadoes, delivering meals to shut ins, and providing food and supplies to the local women’s shelters.

Wildman has also funded more than 100 employees, employee’s families, customers and community members to visit one of several missions it supports. Employees have been to Honduras, Spain, Papua New Guinea and the Dominican Republic. The company pays all expenses for any employee and one family member to go on a mission trip. Not only are the employee expenses paid, but they are given paid time off from work to participate. One of the main organizations that Wildman is supporting is called 2nd Mile Missions. With the support of Wildman, this mission pioneered and operates an education center that serves pre-K through grade 12 in the Dominican Republic. Teachers are licensed through the Department of Education in the Dominican Republic and many are bilingual. This school serves as many as 800 students each year with hopes of ending the poverty and hopelessness that many of these youths would experience. 2nd Mile recently has opened a House of Hope that provides a loving home, and a sense of security to young girls who have been abused and/or abandoned.

Todd Deaton Celebrates 40 Years In The Textile Rental Industry

Congratulations to Mr. Todd Deaton, Executive Vice President at Wildman Business Group, on celebrating 40 years with the company this year. His valuable contributions, continued loyalty and dedicated leadership at Wildman has played an integral role in the business and led them to where they are today.

Todd began his career early in 1977 after graduating high school. Starting off as a Route Driver, he was quickly promoted to Branch Manager, Plant Manager, General Manager, Vice President, and now leads the Uniform & Linen Division as the Executive Vice President.

“We truly would not be where we are today without Todd’s guidance and expertise over the past 40 years,” said Josh Wildman, CEO of Wildman Business Group. “Todd has an eye for growth, is excellent at cost reductions and has led our largest and most profitable division to success. It is because of his leadership that our business has steadily grown and I’m blessed to have him as a part of the Wildman family.”

Utilimaster Highlights Wildman Trucks In New Promo Video

Wildman Uniform & Linen is proud to drive Utilimaster vehicles, serving thousands of customers every week, all while keeping our drivers safe.

Our Utilimaster trucks provide space to keep product out of the aisle, plenty of shelving for safe transportation, and the reliability we expect from Utilimaster, to keep drivers on the road and safe.

How to Determine a Return on Your Company Event

How to Determine a Return on Your Company Event

For those of you who are HR, Marketing, or Admin Managers, it’s that time of year again. Spring? Yes, but more precisely, it’s a time that management starts planning the company’s annual summer event. To really nail it, the logistics and timing are important – you’ll need to be cognizant of a number of items including employee vacations, where the party is going to be held, and the budget.

With your day-to-day job priorities taking up the majority of your time, you may find it tough to plan a successful party. Don’t worry – Wildman is here to make sure your event isn’t a flop.

Defining Success

You want your event to be a success because ultimately it’s a reflection of your work.  But how do you measure a successful company event? Most would answer “that everything went off without a hitch” or “the boss seemed happy”. Those aren’t necessarily wrong, but another factor, and perhaps the most important, would be employee engagement.

Why engagement? Of course you want everyone to have a good time, but employee engagement is a factor with real implications on a company’s bottom line. Several studies have indicated that engaged employees are happier, more productive, and tend to stay longer.

Gallup, for example, conducted a very large study in 2012 in which they discovered that businesses with engaged workers were twice as likely to be successful financially, while those with the most engaged employees were four times as likely to achieve such success. The study further found that high workforce engagement resulted in greater attendance, fewer safety incidents, higher productivity and profitability, and lower turnover. 

Increasing Engagement

“Great!” you think, “How do I put together an event that people find engaging?” The honest answer is there’s too many variables involved to come up with some simple event checklist that will ensure success. However, there are several considerations around engagement that should be addressed up front to improve the odds of success.

  1. Get Management Behind You: In your initial planning meeting, ask management what their goal is for the event. You’ll probably get a variety of typical answers like, for everyone to have a good time or for workers to know management cares. While these are great, this is where you suggest the overall goal should be high employee engagement for all the business reasons stated earlier. The idea is to get management behind you and help promote engagement as leaders across the organization.
  2. Break the Mold: If your company’s summer picnic (or whatever annual event) is the same every year—the same place, same agenda, same food, even third Saturday in June, it’s time to change things up. If employees know what’s going to happen, then they’re less likely to be excited. Break the mold; get creative. Come up with a new theme, change the format or venue, etc. Sure, you might be limited to some degree, but ask yourself how you can make it different each time in order to keep people curious as to how you will top last year’s event.
  3. Create an Experience First: There’s no doubt that planning and coordinating are critical for a successful event, but what’s even more important is to focus on what kind of experience you are creating for employees. If it’s just show up, eat some food, converse, and listen to the owners talk for a few minutes about the company, people may not leave as excited as you’d hoped. An easy way to create an experience that will encourage engagement is through games. Again, don’t go with old staples, like horseshoes and softball which can exclude people. Be creative. Have a Company Olympics with silly games that involve everyone. Draw up teams that mix people outside of departments and announce the rosters ahead of time. Being on competitive teams makes it hard for employees to hide and forces social interaction.
  4. Reinforce the Memory: Assuming you have a well-executed event built around a positive experience, you want to reinforce the memory of that experience. A good way to do this is with memorabilia tied to the event. Team shirts and trophies are standard examples for team activities, but you want it to be a memory for everyone. If families are invited, have something planned for significant others and especially children to take home and savor the memory of a happy day together as a family. Also, make it something practical and durable that they can use on a regular basis as opposed to something cheap that will get tossed out a few months later.
  5. Gather Feedback: Once the event is over, yes, you can sigh with relief but should not forget to gather feedback from the attendees. The simplest way to do this is through a (very) brief survey. Keep it to under 5 questions that requires minimal time and effort. The responses will be a big help in planning future events, and the number of responses you get back will also be another indicator of employee engagement at your company.

Conclusion

Pulling off a company event like an annual picnic or an Employee Appreciation Day is no easy feat, but if you focus your planning efforts around “return on engagement” then you’ll enjoy the satisfaction that comes from knowing you’ve helped make the company a positive and more successful organization.