Long careers are common among team members at Hormel Foods and Bissen is certain that the company’s dedication to promoting from within is a key factor. Ask around at the corporate offices or the plants, and you’ll hear stories of careers spanning twenty, thirty, even forty years. It is also not unusual to find entire families with generations of long-term work histories at the company.
The long-haul loyalty demonstrated by Hormel Foods team members is earned and never taken for granted. Company leaders and plant managers understand that it’s not enough to offer steady work and competitive wages to attract and keep the best team members over time. Effective internal communication, leadership and a positive workplace culture are vital factors. However, to expect a talented person to devote decades to the company, providing personal and career growth opportunities is essential. Studies of companies that rank high for employee development opportunities experience half the attrition of companies without those opportunities.
Across the company, Hormel Foods has established multiple programs to ensure that all employees have opportunities for mentorship and advancement. One example is the Employee Mentorship Program, now in its 14th year, the program matches mentors with mentees. Team members fill out an application describing the type of mentor they are looking for and their career aspirations. The mentors who volunteer for the program also provide information about their experience and expertise to ensure a good match. Once matched, selected team members meet with their mentors over six months, although the relationships established often last much longer.
“I think I fell in love with HR during my interview for the operator position,” Garcia said. “I was impressed with the interview technique and the things I learned about the company at that time. When the interviewer asked me what my goals were, I told her, ‘I think I’d like your job.’”
After a year on the switchboard, she transitioned to an administrative role in packaging before being hired in the human resources department. In her HR job, she is devoted to establishing programs that help others move up in the company.
Before moving to the Suffolk facility, Garcia worked with Production Manager MiKayla Shutrop to create the GROW program at the Austin Plant. GROW, which stands for Growing Resilience and Opportunity Within, is designed to equip team members with essential skills and support through mentorship over a 12-week period. It focuses on practical skills such as interviewing, resume building and broadening the team member’s knowledge of the Hormel Foods systems. The pilot session of the GROW program began at the beginning of this year. Garcia hopes the program might become a model for other plants and facilities across the Hormel Foods enterprise.
“At Hormel Foods, the growth and innovation we experience are driven entirely by the dedication and talent of our team members. We are deeply committed to providing them with every opportunity for development and advancement,” says Katie Larson, senior vice president of human resources. “Our unique approach is rooted in offering diverse career paths, empowering employees to take on new challenges and grow within the company. Above all, it is essential that Hormel Foods remains a place where the potential of every individual is not only recognized but nurtured, fostering an environment where all can thrive.”