Contents Social Media
Greatest Movie Ever Sold
Going Green
Connecting with Our Communites
Year End 2010
What’s Cookin’? In Memory of
Nancy Kirkland Movin’ on Up
Employee News Q & A /Mailbag
1 2
3 4
6 8 10
11 12 14
I shared the following words with you last year. And as we enter our 2011 spring hiring season, I think it’s a great time to send you this message again. If we want to be the best, we have to hire the best. Read on ...
Family Matters
is a publication for Sheetz employees, family and friends.
Send your letters, articles and photos to:
Family Matters Sheetz, Inc. Attn: Brand Development 5700 6th Ave. Altoona, PA 16602
p: 1.800.280.4357 f: 814.941.5125 e:
familymatters@sheetz.com Editor/Writer: Andrea P. Rogers Designer: Vela, Inc. Writer: Jen Morchesky
I have this fantasy that someday every Sheetz employee will be happier punching in than they are punching out! No, this is not some kind of a pipe dream. Today, there are many stores and departments in this company where this is already a reality! The fact that we continue to rank high on the list of Best Places to Work in Pennsylvania, Ohio, North Carolina and Virginia (the only states in which we operate that offer a Best Places to Work program, by the way) is proof that many Sheetz employees are happy. It all comes down to the culture that has been created and nurtured in these work groups. Every group of people that comes
together on some type of regular basis will quickly create a unique culture for their group. This culture is developed by the individual members of the group and very much influenced by their leader. This growth occurs in every single Sheetz store and department and is lead by the manager in charge. You have the power to actually manage the culture that has been created! Every single decision I have to make
as president of this great organiza- tion goes through several filters that I use religiously: How will this decision impact our customers, our employees and
president’s note
Selecting the Right Candidate
ultimately, the culture of the corpora- tion? I always want the answer to be: In a positive way! The leader of any group has the choice of striving for a positive culture, and that is what I expect every single management person at Sheetz to do! I cannot describe or dictate each store’s culture, but I will always insist that it be positive! If it is negative, you are probably on your way to a career change! This subject is timely as we are about
to enter into our spring hiring season. Every single person who becomes a member of your team will have an impact on your culture. This is why employee selection is the most important decision that a manager at Sheetz makes. New hires will have an impact on the store’s culture and every employee on the team! That is why we ask managers to interview five qualified candidates for each opening they have! We all need to realize that many of
our candidates come to us from friends and family members of our current employees. They are also customers who frequent our stores every day. Why do these folks apply? Why do they want to work at Sheetz? In most cases, it’s a result of a current employee who told them “Sheetz is a great place to work,” or “We have a lot of fun,” or “Our manager is the best,” or “The company really treats us well!” If the employees in your store are not saying things like this then you have some work to do on your culture! If you are not getting a huge number of qualified applicants then your current team members are not saying good things about your work group, which means you have some work to do on your culture! If you think you need some help, don’t hesitate to contact John Apa and his team
ESOP Value Skyrockets
If you need another sign that Sheetz was red hot in 2010, take a look at our ESOP (Employee Stock Ownership Plan). The per share value of our stock
Store Count
Pennsylvania --------------------------- Virginia ---------------------------------- Maryland -------------------------------- Ohio -------------------------------------- West Virginia ---------------------------- North Carolina ---------------------------
208 58 28 31 35 30
390
jumped a whopping 35 percent over last year—an increase of $20.90 per share! That means one share of Sheetz stock is now worth $80.55! Since its inception in 2001, Sheetz
stock has seen a 251 percent increase from its initial value of $22.90 per share. For perspective, consider this: If you had invested $22.90 in the New York Stock Exchange’s 500 Index* in 2001, that stock would be worth only $25.11 today. You don’t have to be a
math or finance wiz to recognize that you’re getting a fantastic return on your ESOP. Because of our success this year,
we’re also able to make an additional stock allocation for employees with four or more years of service. To qualify for our ESOP, Sheetz
employees must be at least 18 years of age and have worked at least 1,000 hours for 12 consecutive months. Enrollment is automatic. Eligible employees receive a statement from Prudential annually reflecting the year’s allocation. For more information on the Sheetz ESOP, visit
www.mysheetzlife.com.
in the Human Resources department. They have tools and advice that can really help you begin to improve your culture and select the best candidate! When our managers sit down to do
interviews, I want them to decide if the candidate will help improve your culture. They should interview five candidates and then select the one who fits best with your team! Speaking of strong teams, congratula-
tions are in order for District Manager JoAnn Bennett, District #17, from north central Pennsylvania, and Brenda Tedjeske, Store #127, Carrolltown, PA, who took home the District Turnover of the Year award and Store Turnover of the Year award respectively at our 2010 Operational Excellence awards ceremony. For the 15 stores she manages, JoAnn achieved a district turnover rate of 25.44 percent for the 2010 fiscal year, and Brenda managed to keep the entire team at her store intact for the whole year— that’s right, zero percent turnover! In this district and store, the right amount of time was dedicated to selecting their team members and maintaining positive work environments. Bravo to you! (Read more about JoAnn’s approach to hiring in her own words on pg. 7). Over time, the process of hiring will
lead to a better culture in your store or work group. When you have developed an extremely positive culture in your group, your team members will actually look forward to coming to work! When this happens, most of your problems and issues will fade away, and my fantasy will become reality!
* A group of 500 companies whose average daily share prices are used to calculate an index of the day’s security prices.
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16