prioritizes hiring people who align with the organization rather than trying to “change” people after they arrive. Thompson describes loyalty as the most important cultural trait, followed closely by honesty and a commitment to strong customer service. He notes that many employees have remained with the company for a long time—an indicator, in his view, that the culture is working and that expectations are clear. The company also maintains a core crew that includes many non-local workers on permits, acknowledging the reality of the labor movement in island markets. Some team members rotate back to their home countries after a few years, while others return for additional stints. TECHNOLOGY INTEGRATION: USEFUL IN THE OFFICE, PRACTICAL IN THE FIELD Technology plays an increasing role in the business, Solar, on the other hand, is not a standard inclusion in the company’s model. Thompson cites the economics—return on investment and upfront cost— and the financing impacts. When solar increases the overall price of a home, banks may not finance the additional amount in a way that benefits the buyer, and it can raise down payment requirements—often the biggest obstacle to home ownership. It may not be the most popular narrative,Thompson acknowledges, but for the segment he serves, affordability and access remain central. CULTURE: LOYALTY, INTEGRITY, AND LONGTERM RETENTION As a smaller company, Thompson Quality Homes 24 BUSINESS VIEW CARIBBEAN VOLUME 13, ISSUE 02
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