The Long Game

Tom Barghausen isn’t quite ready to retire. The 71-year old, however, knows that day is coming. A transition plan has been in place since 2017.

Barghausen serves as president of the eponymous company he founded in 1982, Barghausen Consulting Engineers Inc. The professional services firm offers civil engineering, land surveying, land-use planning, and architecture. This is the fourth consecutive year the Kent-based company has appeared on Seattle Business magazine’s Best Companies To Work For list.

“Honestly, I’m trying to be smart about it,” Barghausen says. “If I’m not doing the firm any good anymore, then I better know to retire for good. As long as I don’t suck, I’m staying.”

That’s OK with Chris Jensen, a vice president and principal engineer poised to take over when Barghausen decides to hang it up. Jensen joined the company in 2006.

“I’ve made it clear I’ve always wanted to be that person (who took over) but I’ve been involved for years now in every corner of the business and operation,” Jensen says. “Every bit of it.”

Barghausen’s sensitivity toward corporate culture goes back to the 1980s, when he realized the importance of retaining and recruiting workers. Back then, long before social media, corporate culture essentially consisted of paying and treating workers well and letting them know they were valued. Barghausen’s philosophy has since evolved to reflect modern realities.

The company’s recreation committee created a photo competition called “Get Out and Explore Challenge,” where employees submit photos of their outdoor adventures around the world. Prizes are awarded based on a vote. Winners of monthly Cornhole or corn toss competitions (similar to horseshoes) are rewarded with “wrestling belts.” An annual tournament pits Barghausen against one of its industry competitors. And, of course, there are the requisite monthly events and happy hours.

More serious benefits include recent increases in time off and an almost unheard of 8% 401(k) match.

Barghausen admits he’s probably always erred on the “generous” side when it comes to compensation and benefits. He’s an extrovert, “not like most engineers,” he says jokingly. “And I like to have fun.”

A core philosophy he’s maintained for 40 years is a keen focus on reducing employee turnover.

“Every time you have to replace an employee, it’s just like replacing a client,” he says. “You only get so many. And it’s a lot more costly to replace people, replace clients, than it is to keep your current employees and clients happy.”

Jensen says the true measure of the company’s culture manifests itself in relaxed social interactions in the lunchroom, team meetings, and casual afternoon gatherings.

“We’ve seen the feedback formally or hear it all the time from people who come from other companies,” he says. “We’re here to listen and make sure our employees know that we care and see action.”