Podcast Summary: Dirt Talk by BuildWitt
Episode: Reducing Turnover by 70% in One Year w/ Glenn Baranko – DT 346
Release Date: June 12, 2025

Introduction

In episode DT 346 of Dirt Talk by BuildWitt, host Aaron engages in a compelling discussion with Glenn Baranko and Joe, focusing on the remarkable achievement of reducing employee turnover by 70% within a single year. The conversation delves into the challenges faced by construction companies amidst rapid growth, particularly during the oil boom in North Dakota’s Bakken region. Glenn shares insights into the culture shifts, hiring practices, and community engagement strategies that have transformed his company into a more stable and cohesive workforce.

Growth and Challenges in the Oil Boom

Aaron opens the discussion by highlighting the sudden surge in demand due to the Bakken oil boom, leading to rapid business expansion and inherent chaos:

"[00:00] Aaron: I mean, you're one of the local companies, local contractors. You're just doing your thing, building stuff, but at a steady clip. And then the Bakken comes online, and now everybody needs everything almost overnight."

Glenn acknowledges the financial pressures that accompany such rapid growth:

"[00:39] Glenn: You needed to make a lot of money because of all the slippage, all the, you know… Money covers up a lot of sins."

He emphasizes how the influx of funds can sometimes mask underlying operational issues, setting the stage for the subsequent discussion on employee turnover.

Culture Transformation and Reducing Turnover

A pivotal moment in Glenn’s company came when he and Joe recognized the deteriorating morale amidst unprecedented growth:

"[05:06] Glenn: That's a very fair assessment, yeah."

Glenn recounts how they, along with long-standing employee Joe, initiated a culture overhaul:

"[08:22] Glenn: You know, and it's a top down thing. And we've gotten great buy in because back to a few years ago, some of these superintendents we were exhausted and they've seen the benefits of the core values making their jobs easier."

The introduction of core values, developed with the help of a Vistage chair, played a crucial role in aligning the team’s objectives and fostering a positive work environment. This strategic shift led to a dramatic reduction in employee turnover:

"[08:29] Aaron: It was that. But I mean, that's a pretty big shift."

Glenn elaborates on the specific changes, such as selective hiring and open communication, which contributed to the enhanced workplace culture:

"[11:17] Glenn: And so it took some time. This isn't like we just googled something and threw it up on the wall. We met with her probably like once a month for probably six months to. To develop. So it was about a year long process by the time we were done."

Mental Health Initiatives

The conversation shifts to the importance of addressing mental health within the construction industry, a topic often overlooked. Glenn discusses proactive measures his company has taken:

"[15:20] Glenn: And we have a monthly safety meeting, and we try to bring in different people to talk about different things instead of us standing up there as slips, trips, and faults, you know?"

He recounts impactful sessions with mental health speakers, highlighting personal stories that resonate deeply with employees:

"[16:18] Glenn: …Eric Johnson. Meineke Johnson. They're out of Fargo. So he's a contractor. He's just like us, and he talked about his, you know, experiences with struggling…"

Aaron applauds Glenn's approach to mental health, emphasizing the authenticity and relatability of their initiatives:

"[14:52] Joe: Yep.
[14:52] Glenn: It's about lead by example."

Strategic Hiring Practices

Glenn attributes the reduction in turnover to more disciplined and culturally aligned hiring practices:

"[26:06] Glenn: Hire slow, fire fast, you know, making sure that they're a good culture fit."

By leveraging referrals and thorough onboarding processes, the company ensures new hires align with their core values and long-term vision:

"[26:36] Glenn: We bring them in on Mondays and go through our core values, go through company history. We take them out for lunch, and I make sure that I'm in the office on Mondays, so I go for lunch with them and get to interact with these guys."

Aaron underscores the effectiveness of these strategies in fostering a committed and loyal workforce:

"[26:50] Aaron: Sure. Okay."

Embracing Technology

The discussion moves to the integration and optimization of GPS technology within the company’s operations. Glenn explains the initial investment and continuous training that ensure technology is effectively utilized:

"[06:19] Glenn: And we bring RDO in. Matter of fact, they were just in here a few weeks ago training on our guys and going over stuff."

Aaron points out the often underutilized potential of such technologies, highlighting the importance of ongoing training and deliberate implementation:

"[07:31] Aaron: …have you really implemented it? Do you have ongoing training?"

Community Engagement and Recognition

A standout element of Glenn’s strategy is the use of a company food truck as a tool for community engagement and employee recognition. Glenn describes various initiatives that strengthen community ties and boost employee morale:

"[76:37] Glenn: Yeah. There's some pretty good pictures of it on there. And we drag it around. Then we do other community events…"

Notable events include feeding thousands of hot dogs at career fairs, community gatherings, and special occasions like Trick or Treat:

"[77:00] Glenn: …we do a thousand hot dogs, and we did 900 hot dogs."

These activities not only foster goodwill within the community but also enhance the company’s brand recognition:

"[84:03] Aaron: …you have the same people saying we need less fossil fuels, but we need more data centers…
[84:26] Aaron: …but that's like a missing piece."

Aaron and Glenn discuss the broader implications of their community initiatives, emphasizing the reciprocal benefits of employee and community engagement.

Training and Education Initiatives

Glenn highlights the company's commitment to cultivating the next generation of workers through partnerships with local educational institutions. Their involvement with the Career and Technical Education (CTE) program demonstrates a dedication to providing practical training and fostering long-term employment relationships:

"[84:53] Glenn: …the sandbox was there yet… it's kind of in the middle.
[85:46] Aaron: …When I was out there last time, you took me around that whole program…
[85:49] Glenn: …it's accredited. So it's, you know, part of their ok…"

Additionally, the company offers tuition reimbursement programs to support employees’ educational pursuits, further strengthening employee loyalty:

"[89:00] Glenn: So with us, we do $20,000 of tuition with a four year commitment.
[89:07] Aaron: Interesting."

Sustainable Growth and Future Plans

As the company continues to grow, Glenn discusses the importance of maintaining their cultural ethos while expanding their operational capacity. Emphasis is placed on continuous improvement, community presence, and leveraging technology to stay ahead in a competitive market:

"[73:38] Glenn: Well, it's things like I said, you know, recognizing people…"
"[74:25] Glenn: …continue building on what we already have."

Looking ahead, Glenn expresses optimism about the company’s trajectory, emphasizing the ongoing efforts to nurture a supportive and efficient work environment:

"[93:01] Glenn: And this is the kind of stuff… You know, the foreman and the superintendents telling the guys the why. Sure goes a long ways."

Conclusions

In conclusion, Glenn Baranko’s leadership exemplifies how intentional cultural transformation, strategic hiring, embracing technology, and active community engagement can significantly reduce employee turnover and foster a thriving workplace. The episode not only highlights successful strategies but also serves as an inspiration for other construction leaders aiming to create a positive and sustainable work environment.

Notable Quotes

• Aaron on the Impact of the Bakken Boom:
  "[00:00] …now everybody needs everything almost overnight."

• Glenn on Financial Pressures:
  "[00:39] …Money covers up a lot of sins."

• Glenn on Culture Change:
  "[11:17] …it was about a year long process by the time we were done."

• Glenn on Mental Health Initiatives:
  "[15:20] …we try to bring in different people to talk about different things…"

• Glenn on Hiring Practices:
  "[26:06] Hire slow, fire fast, you know, making sure that they're a good culture fit."

• Aaron on Technology Utilization:
  "[07:31] …have you really implemented it? Do you have ongoing training?"

• Glenn on Community Engagement:
  "[76:37] …we do other community events… we did 900 hot dogs."

• Glenn on Education Initiatives:
  "[89:00] So with us, we do $20,000 of tuition with a four year commitment."

• Glenn on Sustaining Growth:
  "[93:01] …the foreman and the superintendents telling the guys the why."

This episode of Dirt Talk showcases the profound impact of leadership and thoughtful company practices in shaping a resilient and loyal workforce, offering valuable lessons for industry professionals seeking to navigate the complexities of rapid growth and operational excellence.