Transparent Alignment Through Clear Employee Engagement
When culture elevates collaboration, cohesion, and connection
To be a company of the people, by the technology, for the customer.
The Learning and Development team at Brewer Science focuses on enabling an employee-first openness to their learning, performance, and career programs, it furthers their culture of engagement, alignment, and success.
Because of the time savings we’ve gained through leveraging Bridge, it has allowed us to free up time where we can meet individually with managers to find out what development needs they have for their employees.-Amy Skyles, Learning and Development Manager
In order to deliver a stellar customer experience, truly dedicated organizations are hyper-focused on their greatest assets – their employees. The Brewer Science team extended the flexibility of the Bridge Employee Development platform, to support their employee-first framework to deliver on:
- Compliance-based learning objectives:
Ensuring that training and learning requirements are consistently delivered to meet all stakeholder groups’ needs, both internal and customer-focused.
- Impactful efficiencies that drive a proactive growth mindset:
Streamlining process- and people-related opportunities allowing for the optimization of targeted growth programs.
- Formulating a progressive, more consistent approach to performance reviews:
Through continuous performance alignment, employees are more engaged from the beginning.
- Creating thoughtful communication channels that enable engaged career plans:
Creating a centralized, accessible collaboration platform that conducts deeper, more active planning between employees and their managers to enable career pathways.
Transforming the Employee Experience:
Brewer Science’s Journey
Since 1981, as a global technology leader in developing and manufacturing innovative materials and processes for the fabrication of semiconductors and microelectronic devices, Brewer Science is a steadfast titan within the industry.
As they continue to expand their portfolio of products to enable advanced lithography, 3-D integration, chemical and mechanical device protection, nanotechnology, and thin-wafer handling; the focus on how they remain successful has not been forgotten. The dedication to their employees, their growth and development, and the engagement in the experience of carving their career at Brewer Science remains a critical objective.
Brewer Science’s journey with Bridge started when the Learning and Development team needed a learning management system.
We were heavily dependent on our IT resources. And due to a finite number of resources, they are usually tasked with other company-related tasks and it wasn't always easy for us to get requests customized or modified within our legacy system. So, we needed a system that was simple enough for people without an IT background to administer. The number one selling point for Bridge was that 100% of it can be administered within our small group. Everyone has a very similar experience, no matter which part of the interface they're interacting with. The fact that Bridge is beautifully simple is the number one reason why we have felt so comfortable with our adoption.-Amy Skyles, Learning and Development Manager
Extended Value, Enabling Success
Compliance-based training programs
Time gained translated into time for more targeted and deliberate programs
Our learning use case began with compliance from our customer base. Our customers have a lot of Train-the-Trainer needs to make sure their teams are trained appropriately on the products they purchase from us. Additionally, as we are a government contractor, we have a lot of compliance requirements, like ISO and OSHA, that we have to certify.-Joseph Harris, Director, HR Systems, People Data, Learning & Development
We're striving for efficiencies in personnel, systems, and interactions so we can continue to promote a proactive mindset and continuous improvement. Because of the time savings we’ve gained through leveraging Bridge, it has allowed us to free up time where we can meet individually with managers to find out what development needs they have for their employees. That helps us collectively become more strategic so we can focus on different groups instead of coming up with broad, blanket concepts. We are able to create targeted programs that meet the needs of individual teams.-Amy Skyles, Learning and Development Manager
Building Deeper Employee-Manager Connections
Career-pathing that works
Brewer’s plan for connecting employees to their career, an experience that works for each employee in their initial career path in Bridge
Identifying core drivers to help start purpose-driven plans
For every 4 employees, we have about 3 unique job titles. So, creating a broad career pathway or ladder can be kind of difficult. As we think of ways to better incorporate Bridge into our career development experience, at least right now, our approach is to take a very one-on-one approach. While an organization-wide development plan isn’t in place yet for setting an individualized career plan, I'm loving what Bridge has to offer.-Joseph Harris, Director, HR Systems, People Data, Learning & Development
Bridge enables a good communication channel that begins the initial communication between managers and employees, so they understand each other. Our pilot users and their managers go through the “Career Drivers” exercise and document them in Bridge. This replaced our legacy process of forms. Data wasn’t captured easily; people wouldn't remember tasks or they would expect HR to lead career conversations. But with Bridge, it really puts the onus on the employee and the manager to create the plan, as well as the related tasks.-Joseph Harris, Director, HR Systems, People Data, Learning & Development