MedTrak Services

Respect the person. Listen to what they are saying. Think about what they are saying. Ask thoughtful questions. Act accordingly. It really is as simple as that, says Larkin O’Keefe, CEO of pharmacy-benefit manager MedTrak Services in Overland Park. “At the end of the day, it is about mutual respect and trust,” he says. “As a management team, we respect all of our employees and trust that they will come to work and do their best every day. On the flip side, our employees respect our management team and trust that we will take care of them if they do. Given our high employee retention rate and member satisfaction rates, I believe we have been successful in walking the talk.”

And because of that, MedTrak Services enjoys a low 10 percent turnover rate within its work force of roughly 80 employees, most of them full-timers. That, despite the stresses that often come with high-growth companies. MedTrak has been among Ingram’s Corporate Report 100 list of the fastest-growing companies for the past four years.

A 95 percent employee satisfaction rate stems from dialogue fostered by open-door policies, skip-level meetings, promotion from within and effective in-house communication that keeps the staff’s oars pulling in the same direction. The key to making that work is tapping into the entrepreneurial spirit that defined the pharmaceutical benefits-management company when Kermit Fendler founded it in 1999—qualities that have made it a Top 25 company in that field nationwide.

“Employees are expected to fulfill their professional role without micro-management,” says Tracey Hopper, vice president of marketing. That, Hopper said, flows from management’s understanding that “employees must enjoy their job to go the extra mile to exceed member and client expectations.”

Translating that into a compensation package leads to competitive pay rates and—get this—health, prescription, dental and EAP benefits for only $1 per month. Yes, $1—note the absence of zeroes. Other benefits include a 401(k) matching program, flexible-spending accounts for both health-care and dependent day care, disability insurance benefits, tuition reimbursement, discounted fitness membership rates, a corporate wellness program and year-end bonuses.

Gragg Advertising

Companies that double in size within 24 months have their own issues—not all of them positive. One way to minimize the negatives—and keep that trend line going—is to take care of the employees who’ve made that growth happen, says Greg Gragg, founder and CEO of Gragg Advertising.

That comes not just with the training to accommodate growth needs, but encouraging an atmosphere that serves as a counterweight to the stresses of rapid growth. The River Market-based agency, Gragg said, “strives to provide good customer service to the clients we serve, but we also strive to provide good service to our employees by offering them professional opportunities and fun events to recognize their hard work.”

The executive team, he said, tries very hard to provide employee incentives as a way to acknowledge good work. Founded in Gragg’s basement in 1992, the company has evolved from a small advertising agency into a digital marketing wonder, helping clients manage massive amounts of data. Nearly 75 employees work at its office Downtown, where the company culture is defined first by the extensive training program that ensures employees know how their duties help the company achieve its goals.

Atop that foundation, Gragg provides an insurance suite that includes health, dental and vision products, plus a generous match of up to 5 percent of base pay is available to all employees eligible for the 401(k) retirement program. To encourage community service among the staff, Gragg matches any charitable donation of the employee’s choice, up to $100, and to promote wellness, there are reduced-fee benefits at the on-site fitness center, which becomes free after six months of use. Fridays start with an employee breakfast, and ventures to Royals games and Worlds of Fun help break up the work routine—as does the Get Out of Gragg Free program, providing added time off during the slower summer and holiday months.

Worldwide Wine and Spirits

Sure, it seems like a slam-dunk: Anybody who swoons over top-quality spirits, wines and beers—and that covers most of us—would consider Worldwide Wine & Spirits a Best Company to Work For from the get-go.

But the benefits for working at Worldwide vastly exceed what can fit into a shot glass, wine carafe or beer stein. One reason for that is what the family ownership brought to the bar when Lyle Rolofson Jr., and his sons formed the company in 2002.

“It sounds trite, but when all of us got together, we just decided to follow the Golden Rule,” Rolofson says. “I had worked for a large company, and my sons had worked for other companies. We just said we were going to treat employees the way we would like to have been treated throughout our careers.”

In the wine and spirits sales environment, that means taking off the financial handcuffs so that sales people can do their thing. “If you find a successful way to make commissions, big companies change the plan on you,” Rolofson said. So, toasting the Golden Rule, the company employs a sky’s-the-limit compensation program for account mangers, who are on 100 percent commission—something easier to do in a competitive venue when you arm a self-motivated staff with high-quality products.

Now 25 employees strong, this Lenexa-based mighty mite of rapid growth epitomizes the concept of family business. Lyle Rolofson continues to build on success thanks in large part to the efforts of his sons, Trey and Chad, and until recently, Chad’s wife, Nicole, who delivered twins last month.

They provide the nucleus for the family atmosphere the company boasts. On top of that, the company provides a better-than-sector salary for the office staff members, along with annual bonuses—and the bonus potential extends to warehouse staff and drivers, as well. Employee and family health-insurance plans are supplemented with flexible-spending accounts, a 401(k) plan with company match, and covered expenses for mileage, travel and cell-phone use.

And, of course, “there are additional ‘perks’ when working for a wine, spirits, and beer wholesaler!” notes Chad Rolofson, vice president for operations and finance. To which we can only say… Cheers!