Offsite Innovators is launching our website with a truly innovative topic and a leading innovator. Merrick Macomber, wears many hats one of which of which is Chief Culture Officer at Autovol Volumetric Modular in Nampa, ID. Her innovative approaches however transcend her work at offsite innovator Autovol.

Learn more about this Innovator as I interview Merrick Macomber. Thank you Merrick for taking the time to share.

Merrick is Chief Culture Officer, an innovative title to say the least, at Autovol Volumetric Modular in Nampa, ID.

Bill Murray: Can you share your background and how it inspired you to work in the offsite construction industry, particularly with Autovol?

Merrick Macomber: I started my modular career at another local off-site builder over a decade ago. I always knew the construction sector was a good industry where a person could put in hard work and effort and make a decent income with or without a pedigree. At the time, this innovative company was building the Yellowstone Lodges using volumetric modular methods. I found this work fascinating. During my time there, I had the opportunity to take on many different roles, from the front desk to accounting, HR, and Safety Manager. I was also their self-appointed Director of Employee Happiness. One of the Founders and COO of that company was Rick Murdock, Autovol’s Co-Founder & CEO, and Prefab Logic’s Co-Founder and Chairman. In 2015, he sold his portion of that company and moved on to what we’re doing today. On his last day, he tapped on my desk as he walked out the door and said: “Hey, Sunshine, you’re coming with me.” And the rest is history. I was there at Prefab Logic’s beginning days, helping create the brand, values, and culture they have today, and I was there at Autovol’s conception, too. I was honored to give Autovol its name, design our logo, and drive culture. I am Solutioneer number two, after Rick. I collaborated with the first eight Solutioneers to determine what we stood for, how we appeared, and what we wanted to become through our vision, mission and values. Today, we are known for being a destination employer full of proud Americans innovating in construction in ways that haven’t been seen before. It’s been an incredible journey in this space.

Bill: How would you characterize your overall philosophy with respect to a company’s culture?

Merrick: The way you feel at work can ripple out into society in a positive way. A workplace culture can actually spread more light and love to the world, helping the battle against good and evil. That might seem like a lofty philosophy on culture, but we should aim high. A good or bad culture genuinely impacts people’s lives. We spend so much time in the workplace. People should be happy and fulfilled at work and feel like they fit in as the individuals they are.

Bill: In your opinion what makes an employee (or Solutioneer) as you have named them, want to go to work every day and sometimes even Saturday and Sunday?

Merrick: The people who surround us and the purpose of their work are significant factors in a person’s desire to work. Work-life balance matters, too. At Autovol, we intentionally designed the workweek to support family life, even providing Fridays off and three-day weekends as the norm. You might be more excited to go to work knowing you will have plenty of free time to recharge. There’s “light at the end of the tunnel every week.”

Bill: What has happened innovatively at Autovol, in the realm of employee engagement, because of your focus on the crucial role of building the proper culture?

Merrick: We have a “Solutioneer Intel Form” that tells us much about each Solutioneer. That helps us get to know them and celebrate who they are from day one. Another innovation I thought turned out pretty cool was the term “Solutioneer” I came up with. It allowed everyone to have freedom of thought, expecting them to innovate as Solutioneers. It’s a term of endearment and a name that lets everyone know they are part of a pioneering, innovating, and problem-solving team. I am proud to be a Solutioneer. It’s an innovation and movement that has a high level of belonging. It also empowers everyone at the point of use to bring forward ideas that will improve the things they know better than anyone else.

Bill: What was your biggest challenge at Autovol in terms of building a culture?

Merrick: Unwinding the ingrained habits that people previously experienced in other cultures. People get trained to stay in their lane and believe in limitations or “the way it’s always been done.” We must help them not fall into their old ways and take for granted that the old ways will work at Autovol. This can include the way we do work, as well as the way we treat and talk to each other. Also, our philosophy is to help people be leaders in every role…not just management roles.

Bill: What do you think the biggest mistake(s) offsite manufacturers make in terms of their company culture?

Merrick: Most manufacturers are looking for workers. We’re looking for a family member. That means they need to meet our existing family, and our family needs to meet them. That’s why our hiring process includes three phases to give everyone a chance to ensure it’s a comfortable, enjoyable fit. Culture is not a thing you do. It’s the way all of us behave and the company’s character. You can’t just grill some hotdogs and hamburgers and call it culture. It must be nourished by being genuine and appreciating the people you work with for who they are, minute by minute and day by day. Although having a cultural leader is beneficial, maintaining the culture is not one person’s job. It’s a team sport.

Bill: What is your approach to building a company culture that is true to the company’s mission?

Merrick: Everyone must align on the mission and the values we share. There needs to be a clear and inspiring vision that will make people want to band together and be passionate and proud about their work daily.

Bill: Tell us about your other interests and efforts currently outside your role as Chief Culture Officer at Autovol.

Merrick: I’m a full-time working Mom of a sweet and smart 13-year-old girl, and we have two adorable puppies. I enjoy traveling, extreme sports, and live music. I’m engaged in the community in many ways to evangelize our industry—locally in our community and nationwide at industry events. Besides Autovol, I lead culture efforts at Prefab Logic, Waypaver International, and my culture consulting company, Modular Maven.

I spend significant time working with youth throughout our valley, with a focus on building programs for off-site construction. Throughout the school year, I give many Autovol and Prefab Logic tours to 5th -12th grade students. Doing these things to help youth and grow our industry is something I’m proud to be part of. In 2015, I founded a non-profit, Dragonflybrary, that supports mental health awareness and suicide prevention, which I’m also very passionate about. Thanks for asking! 😊

Bill: What gives you the most satisfaction as you build a company culture?

Merrick: Knowing that we can positively impact someone’s life. By doing that, we often see that making a difference can ripple through our company, but just as important, it can spread far beyond our walls. We see it every day as people visit our company and leave inspired. I genuinely believe that the only way to build our industry is to remove the stigma many people have about working in a factory environment. We do this by giving people a mission, purpose, and career path. But more than that, we are creating a repeatable climate that is so attractive that it is a model for how to be a “destination employer.” A place that people want to work in and a place where people want to stay. By doing so, I believe our growing construction sector will appeal to younger generations, who will be enticed to want to be part of the movement. It’s satisfying to be helping drive the off-site industry mainstream. It’s also satisfying to have a hand in bringing people and robots together as a team in the construction industry, and see how exciting and empowering that is for our Solutioneers.

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Bill: In a few sentences, what advice would you give to any offsite manufacturing company or even other companies in other industries?

Merrick: Open your heart and genuinely care about the people building your company. Get to know them—their hopes, dreams, desires, and struggles. Do your best to support the whole human you’ve employed. It will affect you if you’re not taking action to ensure employees are engaged and satisfied. You’ll gain a reputation for being an excellent workplace by showing genuine care for those you employ. It’s hard to put a dollar amount into that type of recruiting.

Innovation isn’t restricted to manufacturing methods and materials. As Merrick exemplifies, innovation can and must be integrated into a company’s approach to establishing their organizational health. A final thank you to Merrick for helping spread the word.

Bill Murray, co-founder of Offsite Innovators, is a 40-year veteran in the Offsite industry. His goal is to assist in the growth of the industry by presenting and sharing innovation.

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