employees feel valued. These meetings foster open communication and allow for feedback and development. “We’re working on making communication even more seamless,” says Mead, B. “Sometimes people in the factory might feel intimidated by formal meetings, so we make an effort to go out to them every day and just have casual chats to keep that connection strong.” That sense of family extends beyond the immediate Mead clan. “We treat our employees like extended family,” explains Mead, B.“If someone needs time off for family reasons or is going through a tough time, we make it work. We’ve even connected employees with psychologists when they’ve needed support. It’s how we operate—our employees are part of the family, and we’ll always be there for them.” EXPANDING WITH INTEGRITY As Heatlie continues to expand, mainly through acquisitions, one of the company’s main challenges will be integrating new businesses without losing the core culture that has made it successful. “Every time we bring in a new business, we’re also bringing in a new culture,” says Mead, M.“We have to be careful 79 BUSINESS VIEW OCEANIA VOLUME 06, ISSUE 10 HEATLIE
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