014 – Creating Sustainable Systems for Longterm Success | Tim Beatty

Tim Beatty is the President of Bullen Ultrasonics. Founded in 1971, the company specializes in precision ceramic machining, ultrasonic machining and polished glass substrates. Tim has been its president since 2014, directing the company’s executive team, spearheading corporate strategy, and overseeing its global business development team. He promotes a positive company culture based on trust, respect and open communication among employees.

He is a firm proponent of building teams with a common, fundamental core value: the desire to create and maintain sustainable solutions. This mindset of avoiding quick fixes and “band-aids” is crucial to an organization’s growth. He believes fostering employee ownership of any organization starts by embracing an environment of transparency, which in turn fuels higher engagement and productivity.

There’s a tricky, but necessary, balance to strike with employees when it comes to empowerment and accountability, he adds. It’s finding this sweet spot within this tension that allows for employees to be their best.

From The Editor – Episode Notes:

  • Bullen Ultrasonics provides lunch sponsors for only salaried employees during orientation. Orientation for hourly employees remains onsite, as they cannot leave for lunch due to liability reasons.
  • Beatty’s mother-in-law and father-in-law started the foundation by which Bullen Ultrasonics provides charitable contributions. Bullen Ultrasonics collaborates with the foundation to foster a greater collective impact.

Truth You Can Act On:

  1. Drive Engagement By Connecting: When sending out surveys, talk to your employees first to get their input on what questions regarding engagement matter the most. Set aside time each week and commit to organic conversations with staff – innovation cannot exist without an engaged workforce.
  2. Establish Core Values: If your employees all aren’t on the same page, consistent results will become impossible. Engagement stems from being aware of expectations and having the tools to deliver upon those goals.
  3. Let Transparency Be Your Friend: It’s challenging to convince workers to invest in short-term goals when the big picture of what success looks like hasn’t been conveyed. Be as transparent as possible during meetings and trainings to foster a smarter workforce and increase buy-in from employees.
  4. Mind the Accountability Gap: A disengaged manager can be just as destructive to your company culture as a micro-manager. Consistently assess the proper balance between employee accountability and freedom. Schedule conversations to keep managers on track in keeping employees connected.

Nikki’s Book Recommendation:

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