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At Tallgrass we pride ourselves on being a good corporate citizen. That means developing and nurturing a workplace that inspires employees to want to come to work and give their best every day. That means being a good neighbor in the communities in which we live and work. It means treating everyone we meet along the way with dignity and respect – adding value to their lives and their communities.

We know Tallgrass is only as good as the people who work here, which is why we spend so much time on talent recruitment and retention. We have partnerships with, and recruit from, top colleges in and around the communities in which we have a presence. An example is the Energy Generations Operations program at Southeast Community College in Milford, Neb. Through this program, Tallgrass has advised on industry needs when it comes to building curriculum and welcomed over 20 student job shadows to share industry experience.  In addition, Tallgrass offers paid internships and job shadowing programs. In 2018 and 2019, our intern retention rate was 75 percent and 50 percent, respectively.

At Tallgrass, we embrace our individual differences, knowing that a diversity of backgrounds, experiences, cultures and perspectives strengthens the collective team and propels us to achieve our common goals. Our HR team works diligently with management to track our diversity recruiting, hiring and development processes to help keep the issue top-of-mind and to ensure we’re continually working to have greater diverse representation in management and senior leadership positions throughout the company. We continue to focus on enhancing our recruiting efforts targeting minorities, gender diverse and veteran groups, which ensures we continue to broaden and diversify the talented team at Tallgrass.

To ensure the company stays in touch with its employees and what’s important to them, Tallgrass has partnered with a third-party every year since 2015 to conduct an annual employee survey. Employee Stay Interviews are also conducted annually to understand the factors that cause employees to enjoy working at Tallgrass. Based on employee feedback, Tallgrass has created new programs and enhanced existing ones – and made process improvements – to continue to build a working environment that retains and attracts strong talent. That work has been recognized in that Tallgrass has been named one of The Denver Post’s Top Workplaces for the past five years.

We are committed to growing our people and promoting from within. We provide employees with the tools and resources they need to grow both personally and professionally. Those tools and resources include cross-functional development, special projects, constructive feedback, access to online training and leadership development. The Tallgrass Growth Center provides employees access to a comprehensive learning solution comprised of high-quality learning resources including thousands of short online videos and courses on a wide variety of topics from leadership and managing people to team building, communication and computer skills. We identify high-potential employees at all levels of the company and actively work to develop them for management and executive roles. We have a formal leadership training program. Over the last four years, roughly 160 employees have completed our formal leadership training program. Subsequent to completing the program, many employees advanced in their roles or were promoted.

Healthy employees are happier and more productive employees. Through its employee wellness program, Tallgrass supports healthy lifestyles and offers tools and resources to employees to help them with their wellness goals. Through its wellness program, Tallgrass enables employees who undergo an annual preventive wellness physical and are tobacco free to save on their insurance premiums. Moving forward, the company plans to provide additional wellness programs designed to help employees develop and maintain healthy lifestyles.

We have an open-door policy at Tallgrass that encourages candid two-way conversations and empowers employees to freely express their opinions and concerns. We also have an Ethics Hotline available to all employees which can be used to preserve anonymity and confidentiality.

Since our inception, employees have been giving back to their communities by volunteering in countless ways. In 2018, we formally launched our Pay it Forward employee volunteer program. Through this program, employees are encouraged to volunteer to organizations and causes that they feel passionate about – even during work hours. Every employee receives up to eight hours each year for volunteer time. In addition, we have a community giving program that supports areas we know are important to our communities, and also to us. Our giving program supports:

  • 4-H/County fair
  • First responders
  • Education, particularly efforts that support STEM
  • Environmental protection/preservation efforts

Tallgrass wants to be a good neighbor today and for years to come. Part of being a good neighbor means we’re able to walk down the street, shake people’s hands and look them in the eye. We can only do that if we treat people fairly and with respect. That commitment extends to all of our stakeholders – from community leaders and elected officials to landowners and regulatory agencies. We believe in reaching out early and often regarding our projects. We engage with stakeholders through a variety of communications channels, including mailings, our web site, in-person meetings, phone calls and emails, community meetings and public hearings, and we adhere to INGAA's Landowner Commitments.