Decade of Transformation: How ESOP Reshaped Brin Glass Company’s Culture and Future
By: Kim Dodge & Dakota Juul
A decade ago, Brin Glass Company embarked on a momentous journey, transforming from traditional employment to an Employee Stock Ownership Plan (ESOP). This pivotal move not only reshaped the company’s financial structure but also had a profound and positive impact on its culture and the relationship with employees.
The Birth of ESOP at Brin Glass Company
Doug Nelson, the former owner and CEO of Brin Glass Company, offered insights into the beginning of the ESOP. In discussing a merger with Heartland Glass, a result of Bill Sullivan’s involvement, the concept of an ESOP took shape. Doug’s driving force was the desire to acknowledge and reward his committed employees, who had shown unwavering dedication over the years, playing a significant role in shaping the company’s culture to that point. Feeling a profound debt of gratitude to his employees, Doug firmly believed that their efforts deserved the recognition that an ESOP would provide.
Bill Sullivan, the current CEO of Brin Glass Company, also stressed the significance of commencing the ESOP. He explained that initiating the ESOP was crucial to him and played a pivotal role in the decision to merge Heartland Glass back with Brin Glass Company. As a small business owner, Bill realized that when the time came for retirement, finding a suitable buyer would be a challenging option. Establishing an ESOP provided a more appealing and secure alternative.
Employee-Owners and the ESOP Journey
As we celebrate this significant milestone in our company’s history, we’ve engaged with some of our dedicated employee owners who were with Brin Glass Company prior to the inception of the ESOP. We sought to learn about their experiences and insights regarding the establishment of the ESOP and the positive impact it has had on Brin’s workplace culture.
Chad Streeter, Sales Manager at Northwestern Glass Fab, reflects on the transition by stating that by having an ESOP it has enabled him to diversify his retirement planning. This change has not only nurtured his loyalty and motivation but has also fostered an ownership mentality, subsequently enhancing the company’s culture. Employees are increasingly embracing this diversified viewpoint. Chad firmly believes that being an ESOP sets Brin apart from competitors, demonstrating a compelling commitment to employees that aligns effort with reward.
Bill Spiess, Service Manager at Brin Glass Company, has expressed his appreciation for the wealth-building opportunities and the culture of ownership that the ESOP provides. This significantly heightened his motivation and loyalty to both the company and his team, reinforcing their shared ambitions and greatly enhancing his overall performance. In terms of company culture, Bill has observed a more pronounced focus on collective and individual performance, along with increased transparency regarding the company’s short and long-term goals.
Ryan Torgeson, Executive Vice President at Brin Glass Company, expressed that having the ESOP as an additional source of retirement funding has substantially alleviated his worries about the future. The ESOP has undeniably heightened his loyalty and reshaped his approach to work, redirecting his focus from the performance of his individual location to what is most beneficial for the entire company.
Bill Sullivan emphasized the changing to an ESOP has motivated him to enhance the company’s value and has led to noticeable improvements in engagement and communication with team members across the Brin family of companies.
Jessica Hanson, a Contract Sales Estimator at Brin Glass Company, highlighted how the ESOP has offered her a sense of financial security. The introduction of the ESOP has not only heightened her motivation and loyalty to the company but has also made her more acutely aware of how it directly affects her as an employee-owner. She also underscores the significant impact of the ESOP in terms of being better informed and more knowledgeable about the company’s financial health and its future prospects.
Heather Pavlas, the Commercial Estimating Manger at Northwestern Glass Fab, draws motivation from the understanding that her success is tied to the company’s success, aligning everyone with a common objective. She asserts that the establishment of the ESOP has instilled accountability at every level and has positively strengthened the company’s culture.
Chris Streeter, Director of Operations and Planning at Northwestern Glass Fab, regards the ESOP plan as an extra source of retirement funding that has amplified his motivation and loyalty. He also notes the positive transition in the company’s culture since its implementation, with employee-owners displaying increased engagement and commitment to the organization’s success.
Shaping a Bright Future through Employee Ownership
As we commemorate this significant milestone in our company’s history, we’ve witnessed the positive impact of the ESOP on our company culture. It has enhanced motivation, fostered loyalty, and improved performance across the organization. As we look toward the promising future for Brin and its family of companies, there is a profound sense of pride in knowing that this future is being crafted by those who have helped shape its past and are committed to its ongoing success.
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