Brewer Science
Transparent Alignment Through Clear Employee Engagement
When culture elevates collaboration, cohesion, and connection
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
Established
1981
Industry
Technology Manufacturing
Headquarters
Rolla, Missouri
Mission
To be a company of the people, by the technology, for the customer.
The Challenge
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.
The Objective
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.
Extended Value, Enabling Success
Compliance-based training 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.”
Time gained translated into time for more targeted and deliberate programs
“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.”
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:
“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.”
Identifying core drivers to help start purpose-driven plans
“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.”
Impact & Feedback: Tracking Success
As Brewer Science continues their journey in creating a more engaging experience for their employees, Harris and Skyles anticipate leveraging Bridge in numerous ways:
DEVELOPING TEAMS AND EMPLOYEES
A consistent experience, regardless of team or employee:
COACHING MANAGERS TO BE EFFECTIVE
A seamless, manageable experience, regardless of team size:
You don’t know what you don’t know:
Approachable career development - course correcting performance:
ACTIONABLE INSIGHTS
Accountable tracking and progress:
DRIVING BUSINESS IMPACTS
Connecting on personal levels, as self-defined:
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