The Tasting Panel magazine

August 2015

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32  /  the tasting panel  /  august 2015 A s the beverage industry's largest career network, BevForce knows who's coming and who's going at the leading global beverage companies. BevForce is the only beverage industry staffing agency providing both an online job board and executive recruiting services. Visit to sign up for the Movers & Shakers newsletter or to report your job move or recent hire. Victor Schmitt has been named Central Division Manager at Russian Standard Vodka. He had been VP Central Division Manager at Sidney Frank Importing Co. Justin Lew has been named VP of Marketing at High West Distillery. He was Senior Brand Manager at New Amsterdam Vodka and Gin, E & J Gallo Winery. Mark Hubler has been named President of Wholesaler at Johnson Brothers Liquor Co. He had been North American Unit President, Open and Control States at Diageo. Tom Looney has been named North American Unit's President, Open and Control States at Diageo. He had been President of Diageo-Guinness USA. Deirdre Mahlan has been named President, Diageo North America. She had been CFO, Diageo PLC. Kevin Doyle has been named President, Sales and Distributor Operations at MillerCoors. He had been Chief Commercial Solutions Officer at MillerCoors David Kroll has been named Chief Marketing Officer at MillerCoors. He had been Vice President of Innovation at MillerCoors. Ken Komar has been named National Chain Account Manager, Mid-Western Region at Sonoma Cider. He had been Category Management Director at Tramonte Distributing Company. Michael Sachs has been named Senior Brand Manager for New Amsterdam Spirits at E. & J. Gallo Winery. He had been Director of Marketing at Philadelphia Distilling. Phil Guana has been named National Chain Account Manager, West Coast Region at Sonoma Cider. He had been Director of National Accounts at Hangar 24. Movers & Shakers Enhance Company Culture "Company culture" may be a popular buzzword these days, but the work environment where employees spend a good chunk of physical (and mental) time can be the key to success. Outside of standards and rules of conduct, the people set the tone for the company vibes, which can be hard to control, let alone change. We asked Kalina Napierala, People Process Leader at Force Brands and BevForce to weigh in on a few ways to enhance company culture and create a positive, motivated space for employees. Effective and inspiring leadership. Be a leader (or hire a leader) who not only supports but also embraces the norms (values, customs, traditions) of the desired culture. Everyone always follows the leader. Hiring the right people. No, I'm not just saying that because we help our clients find great talent every day! But from personal experience as the People Process Leader (HR Manager) here at the Force, I have found that in order to enhance your culture you have to hire people that share in the same values and attitudes that your company does. People greatly influence culture, so make sure you are hiring people that you want on your team and are great to be around. Reward and recognize. Keeping your employees fairly rewarded for their hard work helps them feel appreciated. This does not have to be monetary. A hand-written "thank you" note goes a long way. Appreciated employees have higher job satisfaction and empowerment levels. Employees who are happy at work will not only continue to add value to the success of the company, but will also help embrace and drive the positive company culture you want to have. Have fun. Quirky perks ("snack day" or floating half days), special activities (lunch n' learn education sessions, team-building outings) or social events (happy hours, off-sites) allow employees to bond outside of project work. Colleagues that enjoy each other's company will work not only well together, but foster dedication. Company pride goes a long way, especially in the hands of proud employees on social media! For more tips about building company culture and perhaps some "quirky perk" inspiration visit CAREER CORNER

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