We’re hiring right now at Summit Seed Coatings, and whenever we do, I find myself reflecting on what kind of workplace we’ve built — and what kind we want to keep building.
Recruitment forces you to pause and ask: why would someone want to work here? What makes Summit different? And how do we make sure the people we bring in are the right fit — not just for us, but for them?
Over the years, our company has gone through a lot of change — different ownership, different management, different ways of doing things. But one thing has become clear: our employees want more than just a job. They want to feel like they belong. That insight shaped our strategy, and today, creating a workplace people want to be part of is one of our top business goals.
Culture Drives Everything
At Summit, culture isn’t a side project. It’s embedded in how we hire, how we lead, and how we reward performance. Here’s how we put that into action:
- We’ve increased our base hourly wages by 25% in recent years to stay competitive and attract top talent.
- We offer company-wide bonuses tied to individual and team performance.
- We recognize team members with a “Champion of the Month” program at each of our three locations.
- We invest in people’s training when it supports their growth.
- And we show up for each other — through barbecues, holiday dinners, and regular check-ins — because people who feel connected do better work.
But culture isn’t just about perks, it’s about purpose. Whether someone’s working on the production line or in an administrative role, we want them to understand how much their work matters. We’ve found that some of our best hires come from current employees recommending someone they trust. That kind of word-of-mouth only happens when people are proud to work here.
Listening to Employees Makes us Stronger
Each year, we survey our employees to understand how we’re doing and where we can improve. The most recent results gave us a lot to be proud of — comments pointed to caring coworkers, strong leadership, and a sense of family across our sites. One employee said, “We push through anything and make it work.” That kind of resilience is hard to teach — but easy to nurture when people feel supported.
We also heard what needs attention: better heating in certain areas, more consistent maintenance, and improvements to line flow and staffing. We’re addressing those issues not only because they’re important but because when people see their ideas reflected in real changes, they know their voice matters. This leads to both employee satisfaction and longevity of your workforce.
In the end, we’re not just filling jobs at Summit. We’re building something — together, and when you get the right people in the right culture, the results take care of themselves.
