Staying positive and hiring sensibly—but hiring—helped lift employee morale at Burnham Benefits Insurance Services Inc. during the economic downturn and boosted its business prospects for the years ahead.
The Irvine-based insurance brokerage company ranked No. 1 in the small-companies category in the Business Journal’s fourth annual rankings of Best Places to Work in Orange County (see list, beginning on page 40).
Burnham, which also topped the list category last year, specializes in employee health-benefits coverage and consulting.
“It’s been the hardest two years with employment benefits,” said Kristen Allison, president and owner. “We’ve had to be everything to everyone. But we feel optimistic.”
Allison was among a handful of partners who formed Burnham Benefits in 1995 after buying the benefits practice of regional brokerage firm John Burnham & Co. She acquired more of the business over time and became its sole owner in 2001.
“I want to create an environment where the employees actually want to be here,” Allison said. “What’s important to me is the health of the individual, making this place upbeat and optimistic. And from that environment, respect grows to every part of our organization and ultimately to our clients.”
More Staff
The firm has been expanding its work force during the past couple of years to a total 41 employees, 34 of them in Orange County.
Burnham posted a 19% increase in annual revenue to $11.1 million last year, following a 27% increase in the 12 months between June 2010 and June 2011. It ranked No. 18 on the Business Journal’s list of OC insurance brokers in July.
“We’re seeing revenue growth and expecting about $12 million for 2012,” Allison said.
The firm offers services related to healthcare and wellness benefits but not retirement plans.
Burnham recently added two employees set to start before the end of the year. Two current employees recently were promoted to partner.
“We’re creating ownership opportunities for high performers,” Allison said. “Melanie [Thomas] started here after college; now, she’s a partner. She’s a mom with two kids, and she can still do that. The fairness factor in our organization is huge.”
Allison recalled a recent conversation with the youngest employee at the office, who said he likes “the way the company feels, the open and fresh environment.” She added that the oldest person at the office said he appreciates the possibility of a long-term career path and the idea of moving up the ladder.
“Shouldn’t that have been flipped?” Allison quipped. “For us, it’s important that our employees don’t hit the ceiling, whatever it is that they want to do. I’m not going to slot people into categories; I want them to have room to grow. At many companies, that’s been overlooked.”
Allison said there was a point when she recognized that staff growth could be a healthy stimulus for the firm.
“I thought, ‘I’m going to ante up,’ ” she said. “I’m going to be invested in more individuals—but thoughtfully. I have a good pulse, and I know not to overreact. When you grow at a nice pace, when we’re staffing up, the employees feel hopeful. They feel a part of it.”
Many of the employees have come from “the larger houses,” Allison added. “They feel they have more liberty here to take care of their clients, to take different routes if it makes financial sense.”
Keeping a positive attitude was important during the economic crunch, she said, and it remains crucial amid the uncertainty and complexity of the new federal and state healthcare reforms.
As a result, Burnham employees aren’t fretting over the impending changes, such as the 2014 implementation of state exchanges for insurance options, she added.
“Burnham has invested heavily in talent and technical resources to be ahead of these changes,” Allison said. “All of our clients that offer benefits [do so with] a desire to attract and retain quality employees or round out a compensation program [and not because they are] compelled by regulations. We don’t see that 2014 will change the underlying rationale for an employer offering a quality employee-benefits program. We are calm, because we are prepared, and with us our clients are prepared to address the road ahead.”
Inclusive
Burnham seeks to make employees feel included in a range of workplace decisions. The firm surveys workers about matters such as the design of promotional advertising products and the locations for holiday parties.
Employees reaching the 10-year mark with the firm get “a generous gift from a local jewelry store,” said Nooshin Beik, a senior account executive.
Management sponsors annual employee-fitness challenges and activities. The firm ran an eight-week program this year, during which employees collectively lost 100.8 pounds.
Burnham Benefits teamed up with sister company Burnham Gibson Financial Group Inc. in Irvine to sponsor a 15-week fitness challenge in which the winner received two round-trip tickets to Maui, Hawaii. Burnham Gibson’s president, Darin Gibson, is executive vice president of Burnham Benefits, and Allison holds a similar title at Burnham Gibson.
Burnham Benefits commits time and resources to local charities, including Court Appointed Special Advocates of Orange County Inc.
Allison is chairperson of Insuring the Children and on the board of the Insurance Industry Charitable Foundation. Burnham Benefits employees participate in annual walks hosted by Children’s Hospital of Orange County.
