By Jill Malczewski, Marketing Communications Supervisor
Imagine it’s your first day at a new job. You arrive at the company and no one is expecting you. After walking around in circles, you locate your desk where you can’t log into your computer nor use the phone. Your supervisor is nowhere to be found and you start thinking, “Hmmm, did I make the right decision?”
Well, no reason for fear here! Being a new employee at Rogers Corporation has been refreshingly accepting and enlightening. From the start I felt welcomed, comfortable, prepared, and supported. The onboarding process can vary across the organization as Rogers expands and relocates its headquarters to Chandler, Arizona, but one thing remains consistent – the culture. It is evident Rogers invests in its employees’ success, focusing on satisfaction and retention.
Almost immediately, the lines of communication were established between my direct supervisor and Human Resources, outlining first day expectations (parking, arrival time, paperwork, agenda, etc.). It began with a building tour along with face-to-face introductions, followed by an orientation meeting with HR and meeting my Sponsor. The next few weeks included colleague engagements within the divisional business units, building knowledge on the organization/recent acquisitions and specific projects. It was enlightening to learn about the company’s recent advancements and growth in high frequency circuit materials for automotive advanced driver assistance systems, aerospace/defense, and 5G applications within the Advanced Connectivity Solutions (ACS) group, as well as the strategic focus of the other divisions.
Often times the smallest experiences can provide validation and a feeling of importance. For me, it was when setting up my computer went seamlessly, a personalized welcome lunch was organized for me and I participated in a meet & greet with the CEO, who shared details about new, innovative endeavors on the horizon in advanced mobility and connectivity.
As I continue along this new journey, there is no doubt I made the best decision. Fear is not an obstacle when you have the tools to succeed, I am proud to work for a company that is doing it right!
Meet some of our hard-working employees. For years, they have been part of our Elastomeric Material Solutions group. Lynn Hardell has been with us for 6 years, Eric Beaudry for 15 years, and Nicole Perry for 20 years.
“We make wearable impact absorption material that protects and adds a visible technology advantage.”
Our Elastomeric Material Solutions group helps designers create the products that protect our world. We are dedicated to constant innovation and the creation of the best materials…materials that are lighter, stronger, flexible, and more reliable. Whether it’s ultra-thin protection for sensitive electronics or flexible impact protection for sports apparel or robust gasketing for automotive applications, our materials are engineered for superior performance.
About our Employees
Throughout our organization, our cultural behaviors describe how our employees work and are judged by our customers, business partners, investors, and each other.
- Live Safely: I actively prevent injuries for everyone, everywhere, every day.
- Trust: I respect people and trust them to do the right thing.
- Speak Openly: I courageously seek and speak the truth.
- Innovate: I create market-driven solutions that lead to customer success.
- Just Decide: I make informed decisions rapidly to drive progress.
- Simply Improve: I continuously simplify how I do things to achieve excellence.
- Deliver Results: I align and achieve my goals to deliver our “Must-Do” results.
Together, we are changing our culture as we help change the world around us. For over 180 years, the employees of Rogers Corporation have focused on our customers, delivering world-class solutions to meet their most demanding materials challenges.
This post was authored by Deb Granger, Vice President of Corporate Compliance & Controls. She has been with Rogers since 1981.
Anyone in the U.S. that has been listening to the news lately has heard about the terrible situation that has surrounded PENN State University’s storied football program. A model football program and historic coach brought down because too many people were unwilling to speak up about a situation that they knew was wrong. Many of these people may not have actually broken the law but they certainly didn’t meet their moral obligations.
There are many reasons why people who observe improper or even illegal behavior, don’t report it. They may fear retaliation. Yet others may have thought that management would never listen to them anyway. And then in the case of Penn State, you have a community that bought so completely into an image that its football program “does things the right way”, that “their way “was rarely questioned. Did everyone simply ignore something so obviously wrong?
In an article on Harvard Business Review, the top three excuses for not saying anything at organizations and how to confront them were:
- It’s not my job. You don’t have to be a seasoned staff member, an expert, or have formal authority to raise a flag. Doing the best thing for the company is always your job.
- It’s not a big deal. If you’re telling yourself that, it probably is a big deal. Instead of downplaying the severity of the issue, focus on trying to find a resolution.
- It’s standard practice. Even if your company has always done it a certain way, if it’s creating a problem now or in the future, challenge the status quo.
Speaking up often takes courage and confidence. It also takes an environment that respects honesty and doing the right thing.
Jack Welch, former CEO of GE, has consistently noted that self-confident employees are a key characteristic of a high-performing organization because they are not afraid to speak up.
We strive to create an ethical environment that fosters open dialog and builds self-confidence among employees. We encourage anyone who has a concern to speak up, not because you are legally obligated, but because it’s the right thing to do!