In the construction industry, where timelines are tight and safety is paramount, few companies have managed to embed a truly people-first culture into the heart of everything they do. The Cianbro Companies, one of the largest 100% employee-owned, open-shop construction firms in the U.S., has done just that — proving that caring for people isn’t a distraction from productivity: It’s the very foundation of it. Based in Pittsfield, Maine, Cianbro has over 4,000 team members.
Michael Bennett, who has spent nearly three decades with Cianbro, currently serves as senior executive vice president. With 29 years of experience at the company, he’s witnessed firsthand how intentional leadership and cultural integrity have helped Cianbro thrive. Incorporated in 1949, the company recently celebrated its 75th anniversary: a milestone that reflects not only the endurance of its business model but also the strength of its values.
“We’ve never stopped evolving,” Bennett said, “but at our core, we’ve always been about people. That hasn’t changed.”
From Tragedy to Transformation: A Turning Point for Safety
While many companies promote safety, Cianbro’s commitment was forged through a moment of deep reflection. In 1988, a tragic fall led to the loss of a team member. Despite full compliance with Occupational Safety and Health Administration (OSHA) regulations at the time, the company was shaken when, following the funeral, the fallen worker’s nine-year-old daughter approached one of Cianbro’s senior leaders and asked: “Why did you kill my daddy?”
“That moment changed everything,” said Bennett. “We realized compliance wasn’t enough. We had to go beyond regulations and build a safety culture grounded in humanity.”
Since then, safety has become a defining feature of life at Cianbro — woven into every project, every plan and every decision. It’s not just about preventing injuries; it’s about valuing lives.
A Culture That Belongs to Everyone
At Cianbro, culture is more than a corporate slogan — it’s a lived experience, shared by every employee-owner. Since becoming 100% employee-owned in 2004, the company has doubled down on its commitment to shared accountability and mutual respect.
“The decisions we make impact each of us directly. When you own part of the company, the stakes are personal,” Bennett explained. “Employee ownership drives our values, our productivity and our care for one another.”
Bennett outlined several hallmarks that define Cianbro’s culture:
- 100% employee-owned
- Care for others — “It’s all about people”
- No one is smarter than all of us
- We value honesty, fairness, dignity and respect
- Our word is our bond
These principles are reinforced through what Bennett calls “servant leadership” — an approach that prioritizes action over rhetoric.
“You can’t lead people unless you serve them,” he said. “That means showing up, listening and making decisions that put the team members first. It’s not always easy, but it’s always right.”
Health & Safety: 2 Sides of the Same Coin
Cianbro was also ahead of its time in recognizing that physical health and safety are deeply connected. In the early 2000s, the company launched its “Healthy Lifestyle Program,” which offered one-on-one personal health coaching for team members and their spouses, along with incentives tied to the company’s health plan.
“We knew early on that our team cannot perform safely if they’re not well — physically or mentally,” Bennett said. “That’s why we took a holistic approach to well-being.”
In 2003, the company went smoke-free, followed by healthier vending machine options and meal choices. In 2004, Cianbro formalized its “24-Hour Care Concept,” integrating health and safety efforts to support team members around the clock. By 2007, the company was analyzing biometric data to drive personalized health interventions, and in 2010, it transitioned to a tobacco-possession-free environment.
Through these data-driven efforts, team members are encouraged to “know your numbers, what they mean and how you influence them.” The payoff has been significant: Cianbro’s health care costs have consistently remained below the national average.
Wellness in Action
Cianbro’s wellness programming isn’t just a checklist — it’s a continuous culture of improvement. For multiple decades, initiatives include:
- Personal health coaching for team members and their families
- Smoking cessation support and a tobacco-possession-free policy
- On-site blood pressure checks and flu shot clinics
- Healthy food and beverage options
- Daily stretching routines — up to four times a day
- Weight-loss challenges, summer Olympics and fitness reimbursement
- Site-level wellness champions to encourage peer support
“We don’t just encourage wellness — we make it part of the workday,” said Bennett. “It’s a team effort, and we celebrate our progress together.”
Supporting Mental Health: “How Full Is Your Backpack?”
Mental health is a growing concern across all industries, and construction is no exception. At The Cianbro Companies, emotional well-being is treated with the same seriousness as physical health. The company’s “What Is in Your Backpack?” initiative helps team members visualize and talk about the mental and emotional burdens they carry — inviting them to “unpack” those struggles together.
“When we ask someone, ‘What’s in your backpack?’ we’re really saying, ‘How can I support you?’” Bennett explained. “That one question has helped break down walls and foster a deeper sense of trust on our teams.”
The company also offers mental health first-aid certification and awareness educational programs for leaders and supervisors, equipping them with tools to support colleagues in need.
“Our managers understand that part of leading is checking in — really checking in — with their teams. We want our team members to know they’re not alone.”
Recovery & Redemption: A Workplace of Second Chances
Cianbro has long believed in offering second chances, and that philosophy aligns well with the growing movement toward recovery-friendly workplaces. As a member of Associated Builders and Contractors (ABC), Cianbro supports ABC’s “Total Human Health” initiative, which includes promoting recovery resources and reducing stigma around substance use.
“We’ve believed in recovery long before it became a formal program,” Bennett said. “If someone is committed to getting better, we’re committed to helping them do it.”
That support includes nonpunitive policies, peer encouragement and a focus on long-term well-being rather than short-term performance.
Looking Ahead
As Cianbro looks to the future, it does so with confidence, not just because of its project portfolio or financial performance, but because of its people. With 75 years of history behind them, Bennett and his fellow leaders remain focused on what has always mattered most.
“Our team members are the reason we’ve made it this far,” he said. “They’re the owners, the builders, the innovators. And they’re the reason we’ll continue to grow for the next 75 years.”