The Profit from Investing in Your People

The Profit from Investing in Your People

Since its launch in 1994, Pegasus Logistics Group has focused on developing a vibrant culture that enables employees to seize the initiative and reach their potential, to work hard and have fun, and to use their skills for a purpose that’s bigger than themselves. “Our culture is the backbone of who we are,” says Ken Beam, Pegasus’ owner and founder. In 2016, Pegasus was named one of the Best Places to Work by Dallas Business Journal.

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dallas business journalPegasus’ commitment to a thriving culture benefits both employees and clients. Employees are challenged and supported, and clients receive superior service from workers who are passionate about customer satisfaction.

Beam started Pegasus Logistics Group after finding few companies in the industry put either clients or employees first. “We’ve always focused on ensuring clients receive the best value,” he says. To accomplish that, Pegasus invests in its employees’ growth and success.

Indeed, many employees who join Pegasus from other logistics firms quickly notice a positive difference. They say Pegasus is a not only a fun, energetic company, but that they understand the actions they need to take to succeed and grow, and are supported in their efforts to do just that. “We want you to know how you win,” Beam says.

Pegasus’ commitment to a thriving culture benefits both employees and clients. Employees are challenged and supported, and clients receive superior service from workers who are passionate about customer satisfaction.

Beam started Pegasus Logistics Group after finding few companies in the industry put either clients or employees first. “We’ve always focused on ensuring clients receive the best value,” he says. To accomplish that, Pegasus invests in its employees’ growth and success.

Indeed, many employees who join Pegasus from other logistics firms quickly notice a positive difference. They say Pegasus is a not only a fun, energetic company, but that they understand the actions they need to take to succeed and grow, and are supported in their efforts to do just that. “We want you to know how you win,” Beam says.

Culture Components

A key element is the IDP, or Individual Development Plan, which Pegasus introduced in 2015. In contrast to many employee learning initiatives that struggle to capture workers’ interest, all Pegasus employees create IDPs.

“ We look for people who are driven, motivated learners who want to improve themselves,” says Candice Gouge, talent and culture cultivator. The IDP provides a roadmap employees use to identify the skills that will help them boost performance in their current positions and/or progress to a new role. For instance, an employee interested in advancing from an hourly to a supervisory position can take courses in leadership and conducting difficult conversations.

While many Pegasus employees choose subjects that will help them advance along the path they’re on, some look for courses that will teach them about other teams and functions. Both are encouraged. “Employees take ownership of their interest in cross-training,” Gouge says.

Once employees complete their IDPs, they receive ongoing feedback through bi-weekly or weekly meetings with their managers. They’ll review their employees’ progress and determine whether any adjustments or additional support is needed. “It’s invaluable to have constant feedback on your commitment,” Gouge says. “This keeps it top of mind.”

Pegasus employees also can take advantage of the company’s mentoring program. On a regular basis, an employee meets with another employee who’s further along the path he or she plans to travel. Gouge explains that a mentor is able to say, “This is what I did. These are the land mines. Have you thought about this?” The mentee gains an opportunity to learn from these successes and mistakes.

From front-line employees to management, Pegasus seeks individuals who are motivated to learn, grow, and innovate. “Each leader embraces learning,” Beam says. Through the IDP, mentoring, and other programs, Pegasus encourages and supports their efforts.

Giving Back & Having Fun!

While Pegasus employees take their roles and careers seriously, they’re also committed to giving back. Each year, employees select two organizations on which they’ll focus their charitable efforts. Past partners have included Meals on Wheels, and programs to help veterans. “We tie what we do to a higher purpose,” Beam says. Employees feel good knowing they’re part of an organization that makes the community a better place.

Equally important to Pegasus’ culture is having fun. “We balance working hard with playing hard,” Beam says. Employees look out for each other and enjoy working together. Many become good friends. “It’s the heart and soul of who we are,” Beam adds.

Since Beam launched Pegasus, it’s grown to about 200 employees. Maintaining Pegasus’ vibrant culture remains crucial. Its interview process identifies candidates with the qualities that will contribute to that culture, including integrity, a desire to win, drive, passion, and dedication. “We look for these in the interview, whether the position is in the warehouse or customer-facing,” Gouge says.

Candidates meet with between eight and ten current employees, including the individual to whom the position reports, at least three other leaders, employees on the relevant team, and Gouge. “It’s not for everyone,” Beam says. “It’s only for the best.”