Consulting Project: Redmond Life

Company Overview

Redmond was founded by Rhett Roberts who grew up on a farm in Redmond, Utah. Its main products include Real Salt, Re-lyte, vinyl fencing, and decks. Its purpose and mission is for people to live their lives with intention, to keep it simple, to stay curious, and to foster relationships. To sum up, its whole purpose is to help people live a fulfilling, happy, and healthy life. The company earns and annual revenue of about 81 million dollars, and it employs about 300 people. The company is located in Redmond and Heber Utah.

The Problem

The survey of Redmond employees and leadership revealed that some employees do not feel recognized for their efforts at times. This problem has led to some employees feeling unmotivated by their work and unmotivated to perform at a higher level. When recognition is absent or inconsistent, it can create a sense of disengagement, diminishing employees' connection to their roles and the organization. Employees may begin to question the value of their contributions, which can ultimately lead to a decline in productivity, creativity, and overall job satisfaction.

Data Collection

To accurately identify the source of the problem at Redmond, our team collected data through a Google Form survey and personal communications with employees over text, email, and phone.

Survey Findings

We conducted an employee survey at Redmond to gather insights on job satisfaction, challenges, and overall experiences. The survey covered topics such as leadership communication, motivation, recognition, teamwork, and professional growth. Employees shared both the most fulfilling and challenging aspects of their roles, along with suggestions for improvement. Figures 1-9 below highlight just a few of the results, focusing on time spent at Redmond, common challenges, and perceptions of leadership clarity. These findings will help us improve the work environment and support our team more effectively.

Figure 8

Figure 9

Data Analysis

The data from the survey shows that most employees at Redmond have been with the company for over three years (71%) and feel that leadership is clear most of the time (86%), with a smaller portion (14%) stating that leadership is always clear.

However, the most common challenge employees face is related to feeling unrecognized, as mentioned by multiple respondents. One person said they would feel motivated at Redmond with "more recognition sometimes." Another person said they would be more motivated "if those that had talent for good processes could have a little more recognized authority." This suggests that while performance expectations are generally clear, employees sometimes struggle with feeling valued and appreciated for their contributions. This lack of recognition can lead to decreased morale, reduced motivation, and ultimately, lower levels of engagement, as employees may feel their hard work is going unnoticed or underappreciated.

Theory of Esteem

A key theory explains the basic foundation or framework of a topic, it is essential to identify it in any situation to fully understand the concept as a whole. The key theory explains the definition, gives ideas, demonstrates models, and shapes an outline in the research area. With Redmond, we wanted to assign the lack of recognition to a specific theory to understand it better.

It is common for employees to feel unmotivated or indifferent toward their work after an extended period. Disengagement, lack of recognition, and a lack of accomplishment can all contribute to this, sometimes resulting in poor performance.

After analyzing the data, it was evident that Maslow‘s theory of esteem was most present within this company. When their needs are not met at work, employees do not feel fulfilled. There are different ways to show recognition and appreciation for employees that may make all the difference in a workplace. Promotions, rewards, incentives, and even simple praise or verbal recognition all play a critical role in meeting esteem needs for employees.

Luckily, this is an easy fix within the workplace. We were able to come to this conclusion through a series of surveys and follow-up questioning. If acted on quickly and efficiently, Redmond can easily boost motivation and job satisfaction.

Recommendations

Redmond could improve employee appreciation and boost morale by enacting the following:

Implement a reward system: Everyone likes a reward for their hard work! Setting weekly, monthly, and quarterly objectives with meaningful rewards will help employees feel engaged in the work they do. These rewards can be as simple as a gift card or leaving work early. For bigger goals, we suggest giving a more personal reward to the employee who achieves it, so they know they are genuinely appreciated.
Integrate culture building software into regular communication channels: Multiple platforms are designed to integrate into communication systems like Slack that can motivate employees in a fun way. CultureBot, for example, sends out "kudos" to those doing well, but also will send out fun trivia or mental and physical health tips to keep things engaging. This integrates seamlessly with normal channels and isn't overly distracting , which makes it a perfect addition for any company.

These methods will undoubtedly help Redmond employees have fun at work, feel appreciated, and organically support reaching the objectives that the employer sets for employees as they continue to grow.

Outcomes

The data that was collected and analyzed was shared with the sales manager. They were super happy to see the data from the survey that was given to the employees. They loved our analysis and the problem that we identified. The data was helpful for the team leaders to have, so they can improve the workplace at Redmond Life.

We all learned a lot from this project. We learned that it takes a lot of collaboration with the company as well as with each other to get information like this and come up with a solution. We also learned that it takes a lot to run a business and help employees be happy. Even if you are giving your best efforts not everyone is going to be 100% happy all the time. In summary it takes a lot of teamwork and good leaders to make it work. It absolutely was a team effort. We all had roles to play in this project and all worked hard on them.

Sources:

Maureen Snow Andrade. (2020). Organizational Behavior in Practice. Great River Learning. https://uvu.grlcontent.com/orgbehav/page

Redmond Life. (2025). Redmond. https://redmond.life/?srsltid=AfmBOoru_EQVhHX60dvutHnr8BVgy2E_oNShZV7nBE-60FBA0QXHmTXP

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