How I Do It: Helping Employees Through Life’s Challenges With a Dedicated Hope Advisor

Stressors often originate outside of work, but they can easily stick with employees on the job and have a direct impact on their overall well-being, safety and productivity.

In an effort to combat stress and to make their team members’ lives a little bit better, Pro Cutters Lawnscapes, Inc., based in Conyers, Georgia, added the role of ‘Hope Advisor’ to their staff in 2025.  

“From helping with life’s critical needs to helping employees with desires fulfill dreams of entrepreneurship, we believe the greatest reflection of success is serving others,” says Steven Bromell, CEO of Pro Cutters. “With that in mind, we wanted a more formal program that would align with being ‘good stewards’ over our resources. We have had what we call a CPO (Chief Prayer Officer) for years and that coupled with a desire for a Company Chaplain along with a ‘Dream Manager’ sparked the ‘Hope Advisor’ roll that would combine all three.”

Bromell adds that research has consistently shown that unmanaged stress impacts performance.

“Programs like the hope advisor offer a proactive way to help employees manage these pressures constructively,” Bromell says.

What Is a Hope Advisor?

Pro Cutters’ Hope Advisor Program supports the emotional, personal, and workplace well-being of employees. Employees can voice their concerns, receive empathetic listening, and gain encouragement.

Kelvin Ford serves as the company’s full-time hope advisor. Bromell says he’s known Ford for more than 15 years and had been interviewing him through casual conversations for years.

“When the time and opportunity presented itself, I knew he was the person for the role and my hope was that he would be interested,” Bromell says.

Ford says this role was an unexpected opportunity for him and a dream job to function in his life purpose while making a difference in the lives of others.

“I have functioned in a similar capacity for more than 25 years,” Ford says. “My background includes service in the community as a youth pastor, mentor, life coach, and family advocate. In the marketplace, I have worked as a quality analyst/auditor in manufacturing and as an operations supervisor in the supply chain industry. Collectively, these experiences have prepared me both personally and professionally for the hope advisor role.”

Ford is a licensed minister, a life coach, and has completed training in chaplaincy and counseling.

In his role, Ford serves as a supportive guide, but not as a therapist, counselor, or legal advisor. He explains that the program focuses on care, encouragement, and connection to appropriate resources that help employees navigate challenges effectively.

“Active listening is foundational, but the hope advisor also helps employees identify practical coping strategies, next steps, and supportive resources when appropriate,” Bromell says.

Additionally, part of Ford’s role is the dream manager program, which helps employees pursue personal goals.

“This program is based on the book ‘The Dream Manager’ by Matthew Kelly,” Ford says. “After reading the book, Mr. Bromell was inspired to implement a program that empowers employees to turn their dreams into reality. Our belief is that investing in employees’ lives promotes success both on and off the job.”

Benefits of a Hope Advisor

Since introducing this role formally to the team during an annual luncheon, the response has been very positive and participation from employees is growing.

“There have been several meaningful situations, including hospital visits for family members, helping a young couple connect with childcare assistance resources, and providing supportive listening during periods of stress,” Ford says.

Ford says often the greatest impact is when employees experience genuine care and feel their needs are understood and respected. Ford has been able to provide with ‘life touches’ through new boots, rental payment or vehicle payment assistance, hospital visits or burial assistance for loved ones, words of comfort during grief moments and more.

Anterro Graham, general manager of Pro Cutters, says employees have expressed appreciation and gratitude for the support provided.

“This initiative strengthens the company’s commitment to supporting employees both on and off the job,” Bromell says. “When employees’ real-life needs are addressed, it contributes to improved retention, engagement, and productivity.”

While they are still in the early stages of implementation, Graham says the Hope Advisor Program is to contribute to measurable outcomes such as improved retention, reduced absenteeism, and enhanced productivity.

“It also allows us to hear the hopes and dreams of our team members and align them with community resources as well as assistance when appropriate,” Graham says.

How It Works

Ford conducts regular site visits so he is visible and accessible to the team. Graham says they call this the ‘gift of presence.’

“These visits provide emotional support through respect, care, and availability,” Graham says. “One-on-one meetings are typically requested by employees and coordinated with the operations manager.”

Ford says that operations managers play an important role by identifying who may benefit from support and referring their concerns to him when appropriate.

When employees meet with their hope advisor, their concerns typically relate to stress and emotional support needs such as hospital visitations, bereavement support, assistance connecting to community resources, and personal life challenges affecting well-being.

“Confidentiality is maintained except in situations where disclosure is necessary to ensure safety or comply with legal requirements,” Graham says. “Confidentiality cannot be maintained in cases involving risk of harm to self or others, abuse, neglect, or exploitation, threats of violence or illegal activity, and situations required by law or company policy.”

Advice for Others

Bromell says there are no significant drawbacks to the program but there are operational considerations, such as how to coordinate meetings that don’t disrupt business activities.

“We are developing strategies such as scheduling site visits during optimal times and coordinating meeting availability,” Bromell says.

If you’re interested in offering something similar at your organization but can’t afford a full-time hope advisor, Bromell suggests offering bi-monthly site visits from a hope advisor, chaplain, or trained ambassador, with scheduled one-on-one sessions as needed.

“It is an investment in the well-being of employees — a tangible expression of care that helps people feel valued and supported,” Bromell says. “Our expectation is that this investment will yield returns in morale, engagement, retention, and productivity.”