Capturing Hunneman Culture: A Q&A with Our CEO & Managing Principal

In today's corporate landscape, companies and employees alike are recognizing the significant impact of workplace culture. Hunneman, in particular, has taken a strong stance on culture, emphasizing its importance through our "It Means More to Us" campaign that launched in January 2023. To gain insight and perspective, Hunneman sat down with our CEO & COO, Steve Prozinski and Executive Vice President, Managing Principal, Peter Evans.

Q: How would you describe the core values that underpin Hunneman’s culture?

Prozinski: Our core values are: People, Respect, Inclusion, Transparency, Charity, Hard Work, and Creativity. However, it goes far deeper than that. Core values are created over time. You can set out to establish a culture, but it is little building blocks that create it. How you react to challenges, your clients, and fellow employees will establish it.

Q: What steps do you take to ensure that Hunneman’s culture aligns with its mission and goals?

Evans: Internal communication is paramount. Communicating opportunities that lead to growth and success within Hunneman are always available to our team. We have a proven track record that growth from within works for the company and our clients.

Q: How do you promote diversity and inclusion?

Prozinski: We made a conscious decision to be more proactive with DEI a couple of years ago. We have a much more dynamic and diverse workforce, but more is needed.

Q: Can you share an example of a recent initiative or decision that was influenced by your company's culture?

Evans: We encourage our team to present ideas that they think would promote initiatives surrounding culture. Recently, they presented the idea of holding a scavenger hunt as a fun team building exercise. The entire company was invited to attend, we hired a third-party company to run the event, split up into teams and spent half the day together solving clues around the city.  It gave the people who do not necessarily work together from various departments the opportunity to catch up and even get to know each other on a more personal level. It was an amazing experience.

Q: What role does communication play in maintaining and evolving Hunneman’s culture?

Prozinski: Communication is key. We have a super open-door policy, and management prioritizes internal communication when a decision needs to be made. Human resources is on-site too, so there are multiple avenues for employees to be heard. We listen to various thoughts and then create a plan

Q: How do you measure the success or effectiveness of Hunneman culture?

Evans: In many ways and most importantly, is the tenure/retention of our team. Retention of talent goes beyond compensation; there is an element of the working surroundings that includes inclusiveness, transparency, support, communication and allowing all voices to be heard. Being recognized as Boston Business Journal’s Best Places To Work (BPTW) company also exemplifies we are doing something right. The team responds to the BPTW survey, not leadership—it is their opportunity to voice their support or dissatisfaction.

Q: How do you involve employees in shaping Hunneman?

Prozinski: We have individual committees and committee leaders that drive the cultural components of the company. We have a Charity Committee, a recruitment committee, 401K/benefits committee, health and wellness committee, and miscellaneous clubs. All led and organized by the employees. We welcome new ideas, like book club and other items, they just have to be run.

Q: Can you describe any challenges or obstacles you have encountered in shaping and maintaining a positive company culture?

Evans: We all need to do a better job at maintaining consistency. Life, work, and the outside influences of the world sometimes get in the way maintaining a steady level of improvement. Communication is key to consistency; we encourage our team to speak up if we take our eye off the ball. When they speak up, we listen and respond.

Q: How has the company culture evolved over time, and what factors have influenced these changes?

Prozinski: As a 93 year old Boston based, privately owned company, there have been many iterations of Hunneman. In the past 9 years the company has evolved into the greatest platform in its history, and that is because of inclusivity and respect for each other. The team wants to work here, be a part of the continued growth and success of Hunneman, and we encourage everyone to voice their collective thoughts in how we move forward.

Q: Can you provide examples of ways in which your company recognizes and rewards employees who embody the desired culture?

Evans: By supporting them and recognizing them for their efforts and contributions to the success of the company. We annually recognize specific team members at our holiday party that have gone above and beyond during the year; putting the company first without seeking additional compensation or recognition. Profits do not buy culture. Culture is created over time and it takes all of us to maintain it.

Q: Can you share a story that illustrates a particularly positive outcome resulting from a strong company culture?

Prozinski: I think it is pretty awesome when our employees’ positive feedback and success gives back to the company too. On multiple occasions an employee’s referral has led Hunneman to an amazing hire. For instance, one of our employees started in entry level position, was promoted, and then brought in their friend who is following on that same path! Both are integral people to the Hunneman team.

Q: What steps are taken to ensure that new hires understand and integrate into your company culture effectively?

Evans: Transparency starts with the initial interview and there are many people involved in the hiring process. We want new employees to know as much as possible about Hunneman before they dive in. When a new employee starts, we all go out of our way to make sure the transition is effective.

For more information please contact:

Steve Prozinski, CEO | sprozinski@hunnemanre.com
Peter Evans, Executive Vice President & Managing Principle | pevans@hunnemanre.com