Back in 2008, my firm was asked by The Lane Building Corporation to conduct a survey of their personnel on the subject of loyalty. The benefits of the survey, and the further unanswered inquiries that have been raised by them, have been the topic of substantially of my pondering time ever given that. Although I have formulated several theories on how Lane's culture of loyalty created, the a single conclusion that can be drawn is that the culture is exceptional and worthy of becoming documented.


Prior to conducting the survey, loyalty had been extensively discussed and debated by Lane's management, mainly in the course of arranging sessions. Management felt that the company's culture was powerful and formed the foundation for aggressive development. The corporation had pursued development via internal channels, as effectively as acquisitions, without having a deterioration of top quality or an undue strain on their infrastructure. The development had led to enhanced economic overall performance, and it was only all-natural that management wanted to continue on that path. They felt that the company's culture was powerful and capable to assistance additional expansion, but they wanted to be confident. In addition, they merely wanted to confirm that all personnel felt about Lane the very same way they did. Hence, they decided to undertake a double-blind survey of all personnel that would assess the strength of their culture and the loyalty of their personnel. At the time of the survey, Lane had roughly 1,200 personnel.

The survey was performed on line in a manner that totally preserved the confidentiality of the participants. All applications and databases have been deployed on our servers, below a sub-domain net address that was secured. Participants have been offered exceptional user names and passwords, to assure that there was no unauthorized access to the web-site. Even so, as soon as access to the web-site was granted, there was no try to attribute answers to survey inquiries to distinct men and women. No session information have been maintained, and no cookies have been set. In essence, all affordable actions have been taken to assure that participants could submit their responses to survey inquiries in a completely anonymous style. The target was to assure that participants answered survey inquiries openly and honestly, without having any worry of doable reprisal.

Survey Benefits

To some of us, the survey benefits have been absolutely nothing quick of astounding. A complete 75% of all participants responded that they have been completely loyal to Lane, and would not even take into consideration presents from other corporations below any situations, even if these presents have been for much better possibilities or greater compensation. Numerous of us really feel a sense of loyalty to the corporation for which we perform, but most of us would be excited for an provide of a much better job or greater compensation. Not at Lane. 3 quarters of Lane personnel stated they would not leave below any situations. The remaining 25% of personnel stated they regarded themselves completely loyal to Lane, but would take into consideration presents for much better possibilities or greater compensation. In our expertise, the views of this remaining 25% are additional reflective of nearly all personnel at other corporations.

The survey touched on various other subjects connected to loyalty, but it was the key benefits of the survey that brought on us to pause and take into consideration the implications for Lane. Promptly, we started asking ourselves clear inquiries, such as:

  • How did this variety of culture create at Lane?
  • Does Lane's culture give them with a competitive benefit?
  • Can the culture be sustained?

In the remainder of this document, we will attempt to discover each and every of these inquiries in a tiny additional depth.

How Did Lane's Culture Create?

No a single at Lane appears to be capable to answer this query, but personnel appear to know that the culture is true, and that it has been there for a extended time. The culture appears to be a all-natural assumed component of their each day operating life at Lane. The Lane Building Corporation was founded in 1890, and it would not be surprising to us if it have been discovered that the company's culture stemmed from these early days.

One particular symbol of the culture is Lane's published Mission, Vision, and Values Statement. Care for People today is clearly spelled out in the Values Statement. We think that these kinds of corporate documents are critical to defining and building a culture. Even so, even additional importantly, Lane appears to have lived up to their stated values more than several years. When asked to give examples of situations when Lane demonstrated their values to them, personnel cited quite a few occasions when the corporation continued to spend them in the course of periods when building projects have been halted for different motives. They also cited quite a few scenarios when the corporation came to their help in the course of periods of individual tragedy. Hence, it is our conclusion, that a single element that has contributed to the improvement of Lane's culture is a clearly stated set of values relating to individuals. In addition, the corporation appears to have adhered strongly to these stated values, even even though other choices could have been much easier and much less highly-priced. In other words, the corporation has “walked the speak”.

Legacy is absolutely yet another element that has played a function in the improvement of Lane's culture. A higher percentage of personnel have been with Lane for several years, and in some instances, via generations of households. A case in point is David Benton. David is at the moment Executive Vice President of Lane's Southern Division, and he was the sponsor of the survey of personnel that we performed. David has been with Lane for more than 30 years. His father was with Lane for more than 40 years. His brother is at the moment with Lane, has been there for more than 40 years. His father-in-law was with Lane for more than 40 years. His brother-in-law is at the moment with Lane, and has been there more than 20 years. David's legacy at Lane could be somewhat intense when viewed against the typical employee at Lane. Even so, there are quite a few examples exactly where a number of members of the very same family members worked at Lane for at least some period of time. Hence, it appears affordable to conclude that several personnel view Lane as some thing additional than just a location to perform. The corporation is linked to the family members history of several personnel, and that has absolutely contributed to the improvement of the Lane culture.

Does Lane's Culture Offer a Competitive Benefit?

There is no doubt that Lane's culture is a strategic asset. Most corporations with which I am familiar would deeply covet such a culture. It is also simple to conclude that Lane's culture supplies the corporation with operational strengths on a day-to-day basis that are just not present in other corporations. Even so, for a strategic asset to grow to be a competitive benefit, it have to be capable to be leveraged in the marketplace. It also have to be visible and evident to shoppers, suppliers, and competitors. When viewed in this context, the answer to this crucial query is not so clear.

Lane at the moment acquires nearly all of its organization via government sponsored bids. In the bidding method, as extended as all bidders can demonstrate the technical potential to do the job, the lowest bid wins. Possessing personnel that are additional knowledgeable in the company's procedures than these of competitors does not necessarily translate straight to reduced fees. A hugely knowledgeable workforce would possibly translate much better to a corporation technique of greater top quality, rather than a single of low expense producer. Even so, Lane's knowledgeable workforce does reduced fees of a project in an indirect way. The greater level of know-how and expertise on a project reduces the quantity of rework that have to be carried out, the processes are cleaner, and fewer blunders are produced. Nonetheless, these attributes do not necessarily lead to a low expense bid on a project, and any government entity that is picking a vendor for a project would be challenging pressed to pick a single that is not the lowest bidder.

It is our conclusion that even though Lane's culture absolutely supplies the corporation with operational strengths and flexibility, it does not give a strategic competitive benefit in the markets exactly where Lane at the moment competes. This would most likely alter if Lane decides at some point to enter markets exactly where top quality of perform is paramount to winning jobs.

Can Lane's Culture be Sustained?

One more clear query that comes to thoughts when becoming exposed to such a exceptional culture as Lane's, is how extended can this final? There is no way of predicting, but it appears to have lasted a extended time at this point. One particular way that powerful cultures get changed and diluted is via mergers and acquisitions. But, Lane has produced several acquisitions more than the years, and has folded them into the corporation and their culture pretty successfully. The Lane culture seems to exist everywhere in the corporation, regardless of how personnel came to be component of Lane.

In truth, Lane's culture was possibly a strength when integrating acquisitions. Seeing and meeting significant groups of loyal, devoted Lane personnel would have to ease the anxieties of personnel whose corporations have been becoming acquired.

Lane has grown substantially more than the previous various years, via internal development as effectively as acquisitions. For the duration of that development, the corporation has carried out a masterful job of sustaining the strength of their culture. Even so, the query at hand is can it continue? There is no doubt that the corporation desires to continue to develop, and additional acquisitions appear most likely. Logic would say that additional development more than time, particularly via acquisitions, will lead to dilution of culture, regardless of how powerful that culture may be. Our guess is that Lane's culture will evolve more than time, as is only all-natural, but most of the significant attributes of the culture will be carried forward. The culture is so powerful at Lane that it is not possible to think it will completely disappear inside the foreseeable future.

The culture of loyalty is incredibly powerful at Lane. In our view, it is a single of a type. It took decades to create, but was absolutely guided by the corporation establishing values that it believed have been ideal, and then living up to these values. Although the culture supplies a wealth of operating positive aspects to the corporation on a day-to-day basis, it does not necessarily make a competitive benefit in the industry in which Lane at the moment does organization. Even so, the culture is powerful adequate to be a competitive benefit need to Lane determine to enter distinctive kinds of markets. We think the culture is so powerful at Lane that we would not bet against it surviving more than the extended term. It has currently survived via quite a few expanding pains, organization pressures, and financial cycles. In our opinion, the culture and the corporation will go hand-in-hand for several additional decades into the future.