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TOP WORKPLACES PLACES 2022 Income

How visionary companies attract and keep vibrant talent.

Health

Leadership

Risk taking

Freedom

Praise Diversity

Balance

Respect

Dialogue

Family Teamwork

Environment Advancement

Opportunity Creativity Security

Social activism

Ownership

How do you hang on to your workforce? If you’re one of NE Ohio’s Top Workplaces, you support your employees. See inside for 220 of our region’s best employers and their philosophies.

Workplace flexibility: Return to the office? A hybrid schedule? Full time at home? Companies are finding new ways to balance corporate culture with new demands for flexibility. T22

Illustration by Andrea Levy, Advance Local

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TOP WORKPLACES 2002

How Top Workplaces earn employee loyalty

Here’s how NE Ohio’s Top Workplaces 2022 were determined

Laura Johnston ljohnston@cleveland.com

Northeast Ohio’s Top Workplaces know they have to earn employee loyalty. In the midst of the Great Resignation, that means supporting your employees — their ideas, their flexibility and their life outside work. Pay, obviously, matters. And sure, foosball tables, free food and company parties are fun. But employees in the 2022 survey of Top Workplaces emphasized the importance of feeling valued. “My managers and colleagues treat me as an individual and not a number,” an employee at Kichler Lighting said in our annual Top Workplaces survey. “The work environment is very friendly, I love what I do, and I feel that I am able to become my fullest potential.” This is the 13th year that cleveland.com and The Plain Dealer have partnered with Philadelphia-based Energage to rank the best employers in 11 counties. These are small manufacturing businesses and huge financial services, real estate brokerages and construction companies, nonprofits and schools, law firms and hospitals. We reached out to the winning companies to learn their tactics and study the trends. These companies are winning at retention because they work hard at it. For 2022, 220 employers made the winners list. Energage invited 2,920 organizations to participate, eligible if they had 35 or more employees in the region. Surveys went out to 76,855 employees in the region, and 46,155 responded. “My company really cares about me; I’m not just a number,” a Clean Express Auto Wash employee wrote in the survey. “The owners know our names!!!” That kind of recognition matters after two years of the COVID pandemic, when “help wanted” signs are everywhere and companies are working to find a new normal. One in five workers in the Northeast Ohio are still thinking of quitting in the next year, according to a survey from the Fund for our Economic Future. About 80% of working-age adults said a good wage was very important. But meaningful work (92%), flexible hours (90%), paid time off (88%) and advancement (83%) were all rated as important by people surveyed. Companies offer a range of benefits,

Bob Helbig Energage

including child care discounts, gym reimbursements, pet insurance, company cars, apparel allowances and fertility assistance. At Charles Schwab, ranked No. 1 in the large category, employees can take a 28-day paid sabbatical every five years. They offer flexible work environments, including hybrid schedules, catered lunches and the ability to bring dogs in the office. At Union Home Mortgage, which took second place in large companies, the CEO is constantly traveling to meet employees, to find innovative ways to accomplish routine tasks. At Fund That Flip, which took first place in midsize companies, the firm empowers worker input with surveys and works with executives to make sure they aren’t biased towards “traditional” work environments. Employees say they want to learn and grow and balance their home life with their work. A Cleveland-Cliffs Inc. employee put it this way: “My work is challenging and I can be creative. I also like that I can be flexible with my work schedule when necessary.” Laura Johnston is the content director for cleveland.com

At Union Home Mortgage, which took second place in large companies for Top Workplaces 2022, the CEO is constantly traveling to meet employees, to find innovative ways to accomplish routine tasks. David Petkiewicz, cleveland. com

Employers have been forced to focus harder than ever to retain and attract talent amid the disruption of the business environment during the COVID pandemic. Top Workplaces celebrates the employers that are getting it right. The heart of the Top Workplaces program is an employee survey. The 24-question survey collects feedback from those who know organizations the best: the people who work there. Employee feedback is the sole basis for determining which employers make the Top Workplaces list. This is the 13th year employee survey company Energage has partnered with cleveland.com and The Plain Dealer to identify outstanding workplaces in Northeast Ohio. “The employee experience needs to be on the mission-critical list,” said Eric Rubino, CEO of Energage. “By giving employees a voice and showcasing an authentic culture, organizations can attract those job seekers who complement their culture. Culture drives performance.” For 2022, 220 employers made the winners list. Energage invited 2,920 organizations to participate, and they were eligible provided they had 35 or more employees in the region. Most of the surveying was done between November 2021 and February 2022. Surveys went out to 76,855 employees in the region, and 46,155 responded. Employers were divided based on the number of employees in the region, in order to compare feedback of similar-size groups. Organizations that exceeded benchmark scores for each size group made the winners list. Within those groupings, organizations are ranked by the aggregate score based on the employee feedback; the more positive the employee responses, the higher the score, and the higher the rank. Energage also determines special award winners for some employers who have standout scores in certain areas of the survey, such as leadership, values, direction, communication, meaningfulness and benefits. Why isn’t a particular company on the list? Perhaps it did not participate, had too few employees to qualify or did not score high enough in the survey process. Each year, Energage also disqualifies a small number of participants based on irregularities in the employee survey responses, including if employees say they were pressured into answering positively. To nominate a company for next year’s program, go to cleveland.com/nominate. Bob Helbig is media partnerships director for Energage, an employee survey company based in suburban Philadelphia.

OUR TEAM MAKES ALL THE DIFFERENCE We thank our talented employees for making us a Top Workplace! With a shared passion for improving the lives of those suffering from pain, they are making a real difference for patients and their loved ones.

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TOP WORKPLACES 2022 LARGE EMPLOYERS 500 OR MORE LOCAL EMPLOYEES

WINNERS SINCE 2016

RANK

EMPLOYER

SECTOR

EMPLOYEES REGIONALLY

Charles Schwab

Investment Management

688

Union Home Mortgage

Mortgage Lending

800

Progressive Insurance

Insurance

Ensemble Health Partners

Revenue Cycle Management

529

Rocket Mortgage

Mortgage Lending

740

CrossCountry Mortgage

Financial Services & Insurance

National Interstate Insurance

Specialty Property & Casualty Insurance

680

Huntington National Bank

Commercial Bank

1,010

Avient

Manufacturing

TravelCenters of America

Full Service Truck Stop & Travel Center

Danbury Senior Living

Senior Living

Hyland

Technology

1,762

Medical Mutual

Health Insurance

2,100

Leaf Home

Consumer Products

Sherwin-Williams

Manufacturing & Retail

4,500

Cleveland Clinic Health System

Hospitals & Health Systems

53,859

Eaton

Power Management

Southwest General Health Center

Healthcare - Hospitals

Catholic Charities - Diocese of Cleveland

Human & Social Services

569

JACK Entertainment

Gaming-Hospitality

1,321

Arhaus

Furniture, Home Furnishings, & Accessories

688

MRI Software

Software

600

Aldi

Supermarket

1,479

PSI

Education & Healthcare Services Provider

904

Vitamix

Kitchen Appliances

742

2022 FIRST PLACE Large employer: Charles Schwab Midsize employer: Fund That Flip Small employer: Tendon Manufacturing

2021 FIRST PLACE

12,897

Large: Union Home Mortgage Midsize: Liberty Home Mortgage Small: Tendon Manufacturing

1,060

2020 FIRST PLACE Large: Quicken Loans Midsize: The AndersonDuBose Co. Small: Tendon Manufacturing

678

2019 FIRST PLACE

1,099

Large: Progressive Midsize: Quicken Loans Small: Digital Print Solutions

521

2018 FIRST PLACE

724

Large: Progressive Midsize: Reminger Co. LPA Small: Ancora

959

2017 FIRST PLACE Large: Charles Schwab Midsize: Motorcars Group Cleveland Small: L’Nique Specialty Linen Rental

2,435

2016 FIRST PLACE Large: The Lubrizol Corp. Midsize employer: Reminger Co. LPA Small: Warren Roofing & Insulating Co.

SPECIAL RECOGNITION

From leadership to training: The high scorers in particular areas Yadi Rodriguez yrodriguez@cleveland.com

Some Northeast Ohio companies excel in particular aspects. These companies received recognition for high scores in specific areas, based on employee responses: LEADERSHIP: I have confidence in the leader of this company Large company: Ronald J. Leonhardt, CrossCountry Mortgage LLC.: “You can tell our CEO really cares for his employees at CCM. He is always trying to give back not only to his employees but to the community as well. This ref lects positively to his employees and makes for a better working environment. When someone asks me where I work ... I proudly say CrossCountry Mortgage!” Midsize company: James Nash, Marcus Thomas: “He is for t hcom ing a nd hone st.” Sa id a not her employee, “I trust and respect the decisions that Jim Nash makes.” Small company: Kayleen McDowell, McDowell Homes Real Estate Services: “She sees potential in me that I do not see and encourages me to get past myself.” DIRECTION: I believe this company is going in the right direction Fund That Flip: “We are going up, up, and away! The sky is the limit. We are not satisfied with the success we have had thus far, we all want more, and are willing to do what it takes to get there.” MANAGERS: My manager helps me learn and grow, makes it easier to do my job well, and cares about my concerns. Charles Schwab: “Her extensive institutional knowledge provides perspective and navigation in what can be a complex organization. She leads by example and encourages teamwork and shines the light on the hard work and successes of the team.”

NEW IDEAS: New ideas are encouraged at this company. Tendon Manufacturing: “Through the use of our ‘New Idea Board.’ ” Said another employee: “We have a giving tree. If an idea that you gave gets implemented, you get a bonus!” DOERS: At this company, we do things efficiently and well. Waterway Gas & Wash Co.: “They train their employees quickly and correctly.” Said another employee, “They are very efficient at moving at a good pace.” MEANINGFULNESS: My job makes me feel like I am part of something meaningful. Home Instead Cleveland: “They care about their employees.” Said another employee, “They love and care for the patients.” VALUES: This company operates by strong values. Union Home Mortgage Corp.: “Having a ‘Diversity, Equity, Inclusion, & Belonging’ department alone is profound. When I onboarded with UHM, my group watched a training video that made it clear that all are welcome here. I had never worked for a mortgage company that lists sexual orientation among the diverse traits that are accepted and celebrated. I think I actually cried with joy and made a mental note about how I’ve finally met a company that understands ‘diversity’ includes so very many aspects of our lives.” CLUED-IN SENIOR MANAGEMENT: Senior managers understand what is really happening at this company Ensemble Health Partners: “Plenty of meetings and other communication when necessary.” Said another employee, “They have your back because they work just as hard as you do, doing the same job.” COMMUNICATION: I feel well-informed about important decisions at this company. Magnet: “I most value being well informed about what

employees in different departments are doing — what manufacturers and startups we are working with, what schools we are engaging in ECEC, what employers and training providers we are working with in sector partnership, what grants we are applying for, and so on. In other words, I value being well informed about the impact that MAGNET is making on our community.” APPRECIATION: I feel genuinely appreciated at this company. The NRP Group: “My manager and her managers value feedback and are open to ideas.” Said another employee, “The opportunities for growth that I have been given with my team and manager.” WORK/LIFE FLEXIBILITY: I have the flexibility I need to balance my work and personal life. BoxCast: “We have a virtual first policy, giving everyone the option of working from home, whether part or fulltime. I’ve never experienced any pressure to go into the office more.” TRAINING: I get the formal training I want for my career. Progressive Insurance: “All of the original training for each role I have held here has been complete, concise, and thorough. The people to whom I report, know what my job is, and have always provided me training and opportunities to further my career.” BENEFITS: My benefits package is good compared to others in this industry. MIM Software, Inc.: “I think we have one of the best healthcare and company-wide bonus structures I’ve ever heard of. It makes employees feel extremely valued and retains talented individuals.” Said another employee, “The no cost health insurance is monumental to me and my family.”

Proud to be a Top Workplace

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We’re honored and grateful to our team for being awesome everyday. We’re hiring. Join us! www.RoundstoneInsurance.com

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WORKPLACE TRENDS

Companies use culture, care to compete with mega employers Small companies can’t always pay what large companies do, but they can be creative.

Sean McDonnell smcdonnell@cleveland.com

Large wage increases are making headlines, with the largest companies generally leading the charge. A ma zon ra ised its hourly minimum to $15 in 2018, and is lobbying for a $15-an-hour federal minimum wage. Target raised wages and recently announced its minimum wage would increase to $24-an-hour in certain markets. Costco, Walmart, Starbucks and many other large employers keep raising the bar with pay increases and more benefits, like tuition reimbursement or bonuses. They did that, at least in part, to attract workers. The bigger the company, often the easier it can unilaterally raise wages. Companies with hundreds and even thousands of locations can leverage scale and get much more wiggle room in their budgets. Small and independent companies, however, just don’t have the same advantages. They can’t always pay the same, but they can be creative. And they use caring for their workers as a selling point. “They try to offer, if they can, better working conditions and culture and care,” said John Barker, president and CEO of the Ohio Restaurant Association. “In many cases they treat them almost like part of their family.” HOW TWO OF CLEVELAND.COM’S TOP WORKPLACES COMPETE FOR WORKERS

MUM Industries, parent company of Integra Enclosures, has a great retention because of its workplace culture, said CEO Jim McWilliams. But a culture is hard to show-off in one job interview. “The tough part is getting people to see it,” McWilliams said.

Many companies are having to compete with Amazon and inflation with their pay. David Petkiewicz, cleveland.com

The company’s main products are boxes to hold electrical components, which employees manufacture in Mentor and in other places across the U.S. MUM does a few things to make that work more enjoyable. One thing is making work easier. McWilliams said workstations are set with labeled part boxes and easy instructions so employees can jump right into making something. McWilliams said MUM doesn’t have supervisors look over the top of people, worried about how many units they’re making. And they stay flexible, letting workers come in when they need to or leave if something comes up. “They’re so good and so smooth at it, I don’t know who does and doesn’t,” McWilliams said. He said while they try to be competitive on salary, benefits and other incentive, the company also has a long onboarding process for to meet each department head and get settled into the job. MUM also does the fun things, like company cookouts, bringing in food trucks and

parties. And it has an open-door policy so workers can bring up complaints to their managers. McWilliams said there’s no silver bullet. He said he wants employee loyalty, and so the company has to earn that. MUM still has job openings and employees do leave for higher wages from time-to-time, he said, but about half of them ask to come back. He said he has to set his wages based off what he sells products for, not what larger corporations are paying. McWilliams is more worried about competing in his own industry and doing good by his employees. “I don’t know if Amazon does that, and I really don’t care,” McWilliams said. “We’re going to do what we’re going to do.” KEEPING PEOPLE FOR DECADES

Hospitality Restaurants has been in business for 30 years, and restaurateur George Schindler says sticking to a few key principles has kept the company competitive for employees even in changing times. The group has nine restaurants and over

300 employees. Schindler, the president and a founding partner, said wages aren’t everything. He said people have stayed for two decades or more because all the benefits, culture and pay add up. “In our 30 years we’ve seen a number of challenges over time,” he said. “Like anything you have to reinvent yourself constantly. You also have to stick to the principles that have guided you from day one.” One of those long-time principles is a strict five-day workweek for managers in an industry where managers are often asked to work much more. P.J. Saracusa, vice president of operations, said they’ve brought in employees who were working seven days a week and doing well over eight hours each day. “We end up benefiting by hiring a lot of people who had just been burnt out in other restaurant situations,” Schindler said. Schindler said they work hard to negotiate good health benefits, and they’ve had the same HR leader for 25 years who speaks with employees each day. The company also has a confidential talk-to-us policy and an ombudsman. Workers can go to management with issues, or they can do it anonymously if they’re more comfortable. Saracusa and Schindler said they try to make long-term decisions, like closing the restaurants at the beginning of the year to give staff a break. They said making more money or having someone work too hard now means the employee won’t be with them as long. Hospitality can also move employees around, Saracusa said, which can give someone a new challenge after they’ve made a certain type of cuisine for too long. The company also invests in training and field trips, like to the Certified Angus Beef Headquarters or to wine and service seminars. Schindler said the company tries to keep wages competitive, although there are “unbelievable” salaries being offered to steal workers from one place to another. He said the company is often sticking to its guns, not paying a worker high and above what other workers are making to keep someone. “If somebody wants to jump ship for money, God bless them,” Schindler said. “Again, many of them just return to us because they’re looking for work-life balance and that’s what we do.”

AWARDS BY THE DOZ EN .

2022

2017 2018 2019 2020 2021

REMINGER CO., LPA IS HONORED TO BE NAMED A TOP WORKPL ACE FOR THE

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THEY SAID IT

Charles Schwab invests in its employees

What workers say about their bosses, companies

Sean McDonnell smcdonnell@cleveland.com

Charles Schwab says it always puts its clients first. Leaders and employees say that mindset is what makes the company great not just for customers but also for the workers serving them. A frequent company on cleveland.com’s annual list of Top Workplaces, Charles Schwab is ranked No. 1 among large companies on for 2022. The investment management company has just under 700 employees across four locations in Northeast Ohio. It has more than 30,000 employees across the U.S. and also made Forbes “America’s Best Large Employers” list for 2022. Catherine Golladay, head of Workplace Financial Services, said the company’s mission is why Schwab is consistently listed as a top place to work. “I believe our client-first approach is a big factor in why people join Schwab, and why they stay, Golladay said. “Our employees are driven by the shared desire to help individuals invest in their financial futures at all levels of income during every stage of their life.” Many employees mentioned the same thing, saying the work was challenging and interesting. “Every day I spend most of my time solving interesting little puzzles,” one employee wrote in the survey. “Solving these puzzles happens to make Schwab’s products work better for their clients, but it is also fun. Schwab recognizes what I do well and what I enjoy doing, and lets me do that.” Schwab has a long list of services for its customers and a lot of benefits for its employees. Workers receive typical benefits, including a 401(k) with a company match, an annual bonus plan, a stock purchase plan and discounts on some of the company’s services. Schwab also offers tuition reimbursement and maternity and paternity leave. A unique offering from Schwab are paid sabbaticals. Employees can take a 28-day paid sabbatical every five years. The company has returned to the office with a hybrid model, so it can give employees flexibility. Golladay said the company also works to create an inclusive workplace where workers feel valued and regularly seeks input from employees. Schwab also tries to keep workers informed, she said. The CFO of the company hosts forums every quarter to update

AT LARGE EMPLOYERS

“There are no political agendas. The company focuses on what’s best for the client, not what’s best for company profits. There are a lot of really smart people that challenge you on a day-to-day basis in a non-threatening way. People respect one another and go out of their way to help the entire team be successful.” Charles Schwab employee “The company is open to suggestions to make work and home life better. They offer fair compensation and provide support needed to be successful.” Union Home Mortgage Corp. employee Charles Schwab is the first-place finisher in the large company category in The Plain Dealer’s 2022 Top Workplaces. Employees recently returned to the office after working remotely for more than two years. Courtesy photos

“I feel genuinely respected and encouraged to do the best job I can. It’s efficient and not too stressful.” Aldi employee “I feel like I have control in shaping the industry I am passionate about. I feel like I matter.” Jack Entertainment employee “Even though I have been with TA over 20 years, I am still learning each day. I love the challenges and the ability to help our customers with questions and problems.” TravelCenters of America employee Charles Schwab has almost 700 employees across four locations in Northeast Ohio. It has more than 30,000 employees across the U.S. and also made Forbes “America’s Best Large Employers” list for 2022.

Charles Schwab employees have a 401(k) with a company match, an annual bonus plan, a stock purchase plan and discounts on some of the company’s services. Schwab offers tuition reimbursement and maternity and paternity leave.

employees on the financials, progress toward goals and major initiatives. Each business unit holds similar meetings to keep teams in the loop, she said. In such a large company, Schwab said it also works to make sure employees don’t feel like just one of 30,000 people. “While we are a large organization, we

know that the most important relationships that drive employee satisfaction are those you have with your manager, your direct team, and your primary business partners, so we focus on that,” Golladay said. The company has made cleveland. com’s Top Workplace list nine times.

Voted a Top Workplace

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“I am supported in my role and my development. I do not feel like a number but instead I feel valued and like I matter.” Progressive Insurance employee

“I am valued and accepted — my opinion counts. My managers are receptive to my ideas and thoughts and never belittling. My teammates are the same, and we all know we can speak up for assistance and get timely answers and help. I have never been happier at a job than I am here at Ensemble!” Ensemble Health Partners employee

“I can be autonomous. I have access to courses/training to expand my knowledge and increase my career possibilities.” Ensemble Health Partners employee

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‘Partners’ drive change at Union Home Mortgage the middle class is still strong, but he said “demand and spiraling prices isn’t sustainable.” “Most of middle-class family homes were built between the 1940s and 1960s. While homes are still being built, over the last 20 years, they are not building enough, so demand is eating away at the supply. It took COVID and the resulting supply chain issues to bring that problem to light. It will take members of Congress to feel the pain of what’s happening for a re-set to happen. “And how will they feel the pain? “When their grandchildren tell them they can’t afford to buy a house.”

CEO Bill Cosgrove hosts Town Halls with staff in the area and across the country.

Brenda Cain bcain@cleveland.com

Despite the fact that Union Home Mortgage employs more than 1,800 people across the country, CEO Bill Cosgrove believes everyone on staff may know better how to solve issues or find an innovative way to accomplish routine tasks than the top brass does. That is why Cosgrove is constantly on the road, meeting with his “partners,” at the very least, once a year. “Partners” is how Cosgrove views his employees. In fact, the word “employee” is almost taboo in the UHM culture. “It is surprising to me that so many companies take a “top down” approach,” Cosgrove said. “Why is accessibility so unique? It’s just shocking to me. The idea that senior management would be so far removed from those folks doing the real work seems like it would make it impossible to be at the cutting edge of your business. I really don’t know any other way to lead.” This is the eighth consecutive year Union Home Mortgage ranked at the top of cleveland.com’s annual list of Top Workplaces. It is ranked No. 2 among large companies for 2022. On the day Cosgrove sat down with cleveland.com/The Plain Dealer, he had just returned from a three-city tour to Philadelphia; Orlando, Florida; and Greensboro, North Carolina, where he met with 375 partners in town halls. ‘SPEED MATTERS — A LOT!’

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During the forums, the group spends the morning taking a hard — and, according to Cosgrove — “a very honest look” at what isn’t working for the folks on the front lines. Cosgrove refers to the challenges as “rocks.” They also assess the opportunities on which the company may be miss-

‘THOUGHTS AND IDEAS MATTER’

Union Home Mortgage has been ranked at the top of cleveland.com’s annual list of Top Workplaces for eight consecutive years. David Petkiewicz, cleveland.com

ing out. After a break, the group reforms and partners are encouraged to come forward with their own creative ideas about how to make the company run more efficiently. At the end of one week Cosgrove returns to Cleveland with no less than 45 new ideas. “We have some fun at the town halls as well. It’s needed, but when I come home, that’s when the real work begins because I have promised each and every partner that I met with that we will report back within 30 days,” he said. When Cosgrove came up with the Town Hall plan, reporting back to the partners used to take up to three months but he soon learned “quarterly reports lost momentum and sharpness.” “Speed matters — a lot! Accuracy matters. We can’t be irresponsible. Today’s world is moving fast, and our customers are expecting us to move just as fast. And,

I believe we owe it to the partners to be timely with their concerns as well,” Cosgrove said. The company switched to a 30-day turn-around. What kind of report do partners receive? The answer is one of three (Cosgrove said): › “We love it and this is how we are going to do it and how.” › “We love part of it — this is the part we are going to do, and why, and this is the part we are not going to do, and why.” › “This is not a bad idea but we are not going to act on it now, and here’s why.” “Everybody can understand that logic,” Cosgrove said. The company in April “temporarily” reduced staff levels due to market conditions as interest rates rose and mortgage refinancing business shrunk. Cosgrove doesn’t see a housing market crash on the horizon because the demand for homes for

Cosgrove said federal officials raised interest rates to address overall inflation but that consumers aren’t willing to overpay for a home, which means a hot market and higher interest rates could see them pressing the pause button on purchasing and choosing to rent for a while longer. On average, about half of the ideas Cosgrove brings back to his leadership team get put into motion. “Even those we pass on, examining the ideas and concerns always serves a purpose. We learn what’s on the mind of everybody. One idea leads to the next, and we can see how much is regional or market specific. “Sometimes the same version of a problem comes up in multiple markets and we can get to a solution that solves problems in all of our offices across the country,” Cosgrove said. “The insight is invaluable and instead of us in management thinking we are smarter than everyone else — it’s really the partners telling us what the agenda and the direction of the company should be.” And what do the partners think when Cosgrove responds to their idea? “It’s been my experience that they are blown away by the fact that we listened,” he said. “We proved to them that their thoughts and ideas matter, and that they are essential to the success of this company. “When it comes to knowing and understanding what is going on with the consumer, and with our partners; if you are going to create a strategy to win and put people in the right position to succeed — the only way that is going to happen is to talk to them.

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NO. 3 LARGE EMPLOYER

WORKPLACE TRENDS

Progressive Insurance workers Employees could reap new are welcomed, valued, respected benefits in changing workplaces Yadi Rodriguez yrodriguez@cleveland.com

Cliff Pinckard cpinckard@cleveland.com

Name: Progressive Insurance President/CEO: Tricia Griffith Address of local operation: 6300 Wilson Mills Road, Mayfield Village What the company does: Progressive’s vision is to be their customers number one choice and destination for auto and other insurance. As their customers’ lives change and evolve, including purchasing a home, buying a boat or motorcycle, Progressive wants to be there to provide the protection and service they can count on. Progressive has many career paths you might not expect at an insurance company — like software developers and systems engineers — who along with customer care professionals drives them forward as a growing and evolving company. Years in business: Founded in 1937 Why they won: Progressive is committed to providing their employees with an environment that makes them feel welcomed, valued, safe, and respected. They live these values, they aren’t just posted on a wall. Because of this, employees are more engaged, inspired and interactive with both their colleagues and the company. Progressive also offers employees many opportunities to grow and thrive with the company. “We grew stronger once the pandemic hit. We knew it was important for us to translate the Progressive employee experience and our culture to those who have been with us for decades, and to those who haven’t set foot in one of our buildings. Part of keeping our culture thriving and connected included regular video updates from our CEO Tricia Griffith, and ongoing communications from our Chief Medical Officer to answer FAQs about the pandemic. We’ve also kept our employees engaged via virtual company-wide events, such as Inclusion Week — which was hosted by our Employee Resource Groups.” — Neil Lenane, business leader of talent acquisition.

“Progressive’s growth has put us on a

Neil Lenane, Business Leader of Talent Acquisition at Progressive Insurance Courtesy, Progressive Insurance Luke Donaldson

multiyear hiring spree, so we’ve been well-positioned for this job market. As of May 9, 2022, we have about 1,600 positions open across the U.S. in sales, customer service, claims, IT, analytics and more.” —Lenane Said one employee: “I am able to do what I love every day. I am consistently given personal development opportunities. My team is supportive of each other and work together to further team and personal goals.” Said another employee, “I am constantly being challenged, I am constantly learning, if I have an issue with something work related, I feel comfortable to speak to my direct supervisor about it. People of power (i.e higher management) don’t make you feel that you cannot talk to them, it is truly an open-door policy, ideas are welcome, there is a balance with work/ life especially even more so with the current COVID conditions, I have the flexibility to work and am also able to take care of my home as well. I can openly talk to my supervisor without feeling it will directly affect my job or my relationship within the organization. The list goes on. I truly love working at Progressive.”

The jobs are out there. But for companies trying to fill them, it’s no longer as simple as putting out a “help wanted” sign. A bump in pay might not be enough either. In the age of the “great resignation,” companies are being challenged to increase their benefits packages to attract and retain workers. For the 2022 Top Workplaces list, cleveland.com and the Plain Dealer have compiled 220 stand-out Northeast Ohio employers based on employee surveys. This year we’ve focused on employee retention. Find the full list and stories on the top three winners in each category at cleveland.com/top-workplaces. It’s a challenge that Leaf Home is trying to meet, says Amanda Venditti, VP of communications for Leaf. “The needs and wants of those in the workforce change every day, but have drastically transformed over the past two to three years,” Venditti says. “Here at Leaf, we are constantly evaluating the benefits package that we offer and thinking of new ways we can continue to meet and support the needs and wants of current employees and candidates.” At Leaf, a home-solutions firm in Hudson that placed No. 14 on the list of large companies for Top Workplaces, a popular benefit is free health care, which is offered to full-time workers after 30 days on the job. But also popular are an online discount marketplace, a 10% discount on child care, a gym reimbursement program, and a 7% discount on daily commutes to and from the office when using Uber. Perhaps one of the more unique benefits being offered by a Northeast Ohio firm is pet insurance — which probably shouldn’t be a surprise coming from Embrace Pet Insurance in Cleveland, which placed 13th among midsize companies. All Embrace workers get $75 toward a pet insurance policy, says Sara Radak, chief of staff at Embrace. This is on top of traditional benefits such as healthcare, a 401(k) with employer contributions, and opportunities for annual and/or performance-based bonuses, and a flexible PTO policy. “This is an applicant’s market and they’re looking for robust, out-of-the-box benefits offerings,” Radak said. “You have to have a unique and appealing set of ben-

efits.” Christa Firsdon, human resource director at Ohioans Home Healthcare Inc., a skilled-nursing company that placed 11th among midsize companies, says her firm evaluates its benefits package regularly. Among those benefits are access to three major medical plans, critical illness insurance, company cars, and an annual apparel allowance. “We feel benefit packages are very important to our employees and want to make sure that we are providing them with completive packages,” Firsdon says. “I think this helps with retaining employees.” A perk that is growing in popularity among U.S. companies is fertility benefits, which could include egg freezing, in vitro fertilization (IVF) and surrogacy. According to CNBC, 42% of large employers (over 20,000 workers) in the U.S. offer coverage for IVF treatment. About 27% of smaller firms (over 500 workers) offered IVF treatment. “This is a topic that we are becoming increasingly more aware of,” Leaf’s Venditti says. “We have recently enhanced our benefits package to include four weeks of paid parental leave for all employees. While we do not yet offer any type of fertility benefits, it is something we would love to look into offering in the future. “Work/life balance is extremely important and we will continue to make a conscious effort to make that a priority.” Firsdon says Ohioans pays for all staff to have short-term disability, and that FSA is provided to help with large expenses. “Over the past years we have had to make more adjustments when it comes to our employee assistance programs,” Firsdon says. “We are constantly adapting to the times. When COVID hit we saw an increases of demand with mental health. We feel it is important to provide our employees with the tools they need to be successful.” Radak says Embrace is in the process of updating its maternity, paternity, and parental leave. “We’re regularly reviewing our benefits and compensation to make sure we’re not just in-line with the market but out-offering it,” Radak says. “We want to offer not only competitive benefits but a culture where team members feel like they can be themselves, where they find connection and camaraderie. ”

Proud of our Team they are the reason we are a Top Workplace!

From our view, we’re thrilled to be one of Northeast Ohio’s top workplaces. Family Owned & Serving NE Ohio Since 1949

Mansour Gavin is honored to be amongst this year's winners. Congratulations to all of the Northeast Ohio businesses who share our commitment to a positive workplace.

Yes

C10337486-01

We Are Hiring! www.millers.com

visit us at www.mansourgavin.com C10339185-01

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C L E V E L A N D.C O M

SU N DAY, J U N E 2 6, 2 0 2 2

TOP WORKPLACES 2022 MIDSIZE EMPLOYERS 150-499 LOCAL EMPLOYEES

EMPLOYEES REGIONALLY

THEY SAID IT

RANK

EMPLOYER

SECTOR

Fund That Flip

Real Estate Investment

164

The NRP Group

Real Estate

250

Liberty Home Mortgage

Mortgage Lending

292

Marcus Thomas

Integrated Marketing Communications

185

Group Management Services, Inc.

Professional Employer Organization

212

Marous Brothers Construction

Commercial Construction

160

SITE Centers

Real Estate Investment

231

Waterway Carwash

Automotive Cleaning

220

Home Instead Cleveland

Home Healthcare Services

350

Nations Lending

Mortgage Lending

438

Ohioans Home Health Care

Home Healthcare Services

338

Dealer Tire

Tire & Tube Merchant Wholesalers

385

Embrace Pet Insurance

Pet Insurance

231

Crum & Forster Pet Insurance Group

Pet Insurance

440

Fleet Response

Fleet Management

190

Total Quality Logistics

Third Party Logistics

198

Reminger

Law

204

Foundation Wellness

Health & Wellness - Footwear & Footcare

218

Universal Windows Direct

Windows, Doors, Siding, & Roofing

150

Benesch Friedlander Coplan & Aronoff

Law

300

Clean Express Auto Wash

Automotive Cleaning

325

MIM Software

Medical Software

216

GEMCORE

Healthcare

329

Redwood

Property Management

251

Leppo Rents

Construction Equipment Rental & Sales

235

Revenue Group

Business Services

250

Independence Excavating

Heavy Construction & Civil Engineering

411

Flynn Restaurant Group

Franchisee of Restaurants

244

Majestic Steel USA

Metal Products

264

“I came into a role that is exactly what I wanted to do after completing my education. This organization is very people-focused, and I can see a future here, which I was unable to see at my previous jobs. I am empowered to do great work and stretch to learn more and do more.” – The

Budget Dumpster

Waste Removal Dumpster Rental

220

NRP Group employee

Panda Restaurant Group

Restaurant

191

Beech Brook

Mental & Behavioral Health Agency

190

US Foods

Wholesale Distribution

212

Credit First National Association

Private label consumer credit

285

“Our organization’s mission is very clear. I understand how my work contributes to our strategic goals. I work well with my team members and my director is dedicated to our success.” – The NRP

AMS

Total Workforce Solutions

150

Group employee

CGI

IT Consulting

275

World Group

Transportation

208

Q-Lab

Material durability testing products

186

First National Bank

Banks

166

Famous Supply

Wholesale Distribution

398

Fifth Third Bank

Financial Services

350

Oswald

General Insurance

398

Cleveland-Cliffs

Steel manufacturing

420

Incept

Conversational Marketing Firm

413

CBIZ

Business Services

297

Saint Ignatius High School

Education

248

Vista Springs

Assisted Living Communities

200

“I feel valued and love the environment that I work in. The management team is the best and I have all of the tools to do my job.” – Liberty Home Mortgage

Westfield Bank

Banks

194

Corporation employee

Jewish Family Service Association of Cleveland

Human & Social Services

240

Great Lakes Brewing Co.

Food / Beverage

216

Ulmer & Berne

Law

170

Gardiner Service

Services

238

“I am challenged every day to come up with solutions to problems I’ve never had to face before. I am able to work when and wherever I feel the need to...I’m not tied to a desk.” – Liberty Home Mortgage Corpo-

Jarrett

Logistics

247

ration employee

Kichler Lighting

Retail

303

Foundation Software / Payroll4Construction.com

Technology / Software / Service

316

Hospitality Restaurants

Restaurant

331

Rafih Auto Group

Auto Dealerships

200

University School

School

239

“I am in an environment that promotes my growth and professional development. I have the opportunity to learn, ask questions and even include my input. I am compensated well for the work that I do and feel secure in my benefits.” – Mar-

What workers say about their bosses, companies AT MIDSIZE EMPLOYERS

“I am reminded daily of the direct impact the department and I have on the success of the business and feel empowered to continue striving for excellence and growth.” – Fund That Flip employee “I love my job because it plays on my strengths and makes me feel like a valued member of a team. I know the work I do matters heavily in the grand scheme of things and I have an excellent support system at work.” – Fund That Flip employee “Since Day One, I have been welcomed by my team members and other employees with open arms. My manager encourages participation and ideas from everyone and our team works harmoniously and efficiently together.” – Fund That Flip employee

“I feel like my opinions, thoughts, and ideas are valued and heard. I feel like the leaders here recognize my potential and support me in achieving my goals.” – The NRP Group employee

“For the first time ever, I get to wake up every morning and be excited to work! I am proud daily of the company I work for and the people in it!” – Liberty Home Mortgage Corporation employee

cus Thomas employee

We know happy. Just ask our employees.

Proud to be a Top Workplace for 8 years straight. Our people make us. The ones who show up to work every day, and the ones who bank with us every day. If you’re interested in being a part of our happy and high-performing team, we’d love to hear from you.

C10334581-01

Join the team. Explore current open positions at fnb-online.com/careers.

4649_fnb_topwork22_clev_9.889x5.25_b.indd 1

It is the policy of FNB not to discriminate against any employee or applicant for employment because of his or her race, color, religion, sex, sexual orientation, gender identity, national origin, or because he or she is an individual with a disability or a disabled veteran, Armed Forces service medal veteran, recently separated veteran, or active duty wartime or campaign badge veteran. FNB provides all applicants and employees a discrimination and harassment free workplace. | Equal Opportunity Employer | Member FDIC

5/24/22 10:23 AM

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THE PLAIN DEALER

C L E V E L A N D.C O M

NO. 1 MIDSIZE EMPLOYER

Fund That Flip, a Cleveland startup that connects investors and home renovators, earns top award market, employees would essentially have parts of the company to sell or keep. FLEXIBILITY

‘It’s a really refreshing place to work where we can be innovative and think toward the future ...’

Sean McDonnell smcdonnell@cleveland.com

Cleveland fintech startup Fund That Flip aims to be a bridge between house flippers and investors with capital. But the executives also want to be a bridge between what employees want, and the environment they get to work in. The company’s quick growth helps them pivot, both to a changing real estate market, and to an improving work culture. For the first time, Fund That Flip ranked No. 1 among midsized companies on cleveland.com’s Top Workplaces list in 2022. While employees surveyed gave a lot of different reasons they loved their job, one reason executives point to is that employees have a say over how their job is done. Chief Marketing Officer Kendall Bazan said her team, which grew from four to 17 people in six months, is deciding how they want to work together. But even having input on decisions is unique to new hires. “What was really exciting for them was coming into a company where that bureaucracy was not already established,” Bazan said. Kimberly Sullivan, vice president of people & culture, said the company continues to try and empower that worker input. That includes working with executives to make sure they aren’t biased towards “traditional” work environments and using surveys to encourage workers to speak up more. Fund That Flip’s business model is connecting house flippers and builders with the investment capital they need to do it. The fintech gives loans to real estate inves-

Fund That Flip’s business model is connecting house flippers and builders with the investment capital they need to do it. David Petkiewicz, cleveland.com

tors, whether its people fixing and reselling homes or building them from scratch. It does that by matching them with passive investors who can choose which flippers to loan too. The company, which gives loans across the U.S., employs about 230 people, including 140 in Cleveland. Whether its hybrid work, specific time scheduled on calendars to be away from work or regularly updating workers on company’s operations, Sullivan said a lot of the culture is built on employee feedback. “It’s a really refreshing place to work where we can be innovative and think toward the future and build something that works for all of our team members,” Sullivan said. TRANSPARENCY ON EQUITY AND FINANCIALS

Sullivan said the company aims to be transparent with customers and strives to do the same with employees. Fund That Flip meets with staff monthly to update them on the financials. Bazan said workers can see exactly how the company is doing and ask questions — which can be especially helpful in a busi-

ness tied to the housing market. Sullivan said Fund That Flip also regularly updates workers on equity issues and other corporate responsibility topics. Those business aspects are becoming more important to workers, she said, so the company has to show it can walk the talk. FEELING USEFUL

Abby McNutt, a recruiting manager for the company, said employees are offered all sorts of benefits like completive compensation, health, dental and vision, etc. But what they also get is the feeling their work matters. With the company growing so fast, there is not much busy work. “This place can’t exist unless every single person is doing their job here,” McNutt said. She said it feels like you can have an impact in a short amount of time, and that workers are empowered to do their best work. Many employees who took the Energage survey mentioned the same thing. Fund That Flip also offers employees options, which are a piece of ownership in the company. They can also elect to get more options instead of cash during bonus time. When it begins selling on the stock

Readjusting to work two years into the COVID-19 pandemic, Fund That Flip has chosen a hybrid work situation. There are a few positions that are required to come into the office, but no one has to come in five days a week, Sullivan said. The company is also big on working hours that align with employees’ lives and blocking out time. Both Sullivan and Bazan block out time in their calendars for their children, making it a point to be unavailable at work to be there for their families. Sullivan said they’ve had to build trust throughout the company so that employees can do what works for them, without a boss or executive wanting “butts in seats” at a certain time. Workers still are choosing to come in, she said, opting for the designated work stations with cubicle walls and well-set up technology, so that they can be an inviting place to work outside of the home. A ‘MIDWEST’ STATE OF MIND

Fund That Flip’s goal is to get real estate investors fast and flexible financing so they can put it to work on their own projects. Most of the loans are short-term, and unlike a traditional mortgage company, they don’t give loans to people who will live in the homes they buy. Kazan said like other fintechs, there’s algorithms and tech working to make the company better. But the company has tried to embrace the “Cleveland culture” more than the culture found on the coasts, where most startups are located. That’s meant building a company that works in the Midwest and keeping the personal touch. “A handshake outperforms an algorithm every single time,” Bazan said. Fund That Flip was started by Matt Rodak, a graduate of John Carroll University to who earned a finance degree and landed a job with an insurance company, before deciding to flip houses himself. That’s where he saw that flippers needed a better way to get capital. He started Fund That Flip in New York and then opened a second headquarters in Cleveland in 2016. The company now has about a dozen offices in the U.S.

CFNA, a Bridgestone company, is committed to our mission of empowering customers and partners with trusted payment solutions to meet the dynamics of business and daily life. We are honored to be a Top Workplace and are proud of our teammates’ commitment to each other, our customers, and our community.

C10327266-01

Join the team at CFNAjobs.com

C10339496-01

TOP WORKPLACE 2022

THE PLAIN DEALER

C L E V E L A N D.C O M

SU N DAY, J U N E 2 6, 2 0 2 2

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NO. 2 MIDSIZE EMPLOYER

Core values are at the center of NRP Group ‘ENCOURAGED TO GROW’

Commitment to exceptionalism creates collegial environment.

Brenda Cain bcain@cleveland.com

The statistics are impressive. The NRP Group can tout multiple years of double-digit growth and a long list of awards for developing affordable multi-family housing nationwide. That includes the company’s groundbreaking efforts in the “Healthcare and Housing” trend in which local hospitals partner with NRP to improve surrounding neighborhoods by, not just building affordable apartment units, but also providing those residents with on-site workforce training, life skills training, access to healthy food and medical care. It’s creating two developments locally with MetroHealth and University Hospitals. But its employees will tell you that it isn’t the list of accolades that drew them to the company — or in many cases brought them back once they left. It’s the commitment to the company’s core values that makes a difference in their day-to-day work lives. This is the third consecutive year NRP Group has ranked at the top of cleveland. com’s annual list of Top Workplaces. It is ranked No. 2 among midsized corporations for 2022. Honesty, integrity, ethical behavior, hard work, working well with others, professionalism and fun are expectations stated on NRP website — and are expressed during the interview process for perspective employees. Those values are taken seriously each — and every — day. “Our commitment to our core values are not necessarily any different than anyone else,” NRP CEO David Heller said. “What is unique is that we hire based on them; review based on them and if we need to part ways, it is usually because of one of the core values. There is really no substitute in our way of doing business. If someone is not following the core values, it provokes a conversation.”

Honesty, integrity, ethical behavior, hard work, working well with others, professionalism and fun are expectations stated on the NRP Group website — and are expressed during the interview process for perspective employees. David Petkiewicz, cleveland.com

‘PLAYING NICELY IN THE SANDBOX’

For CeAra Styles, who has worked at NRP for the last five years, “the core values are what was what attracted me, and honestly, they are the reason I stay. I believe in accountability and very high standards. That is the way I like to carry myself, and that is the kind of person I like to work with.” Heller calls his commitment to exceptionalism “playing nicely in the sandbox with other children.” It has created a collegial environment — one he is committed to maintaining — so he spends most of his time, if working in Cleveland, interviewing. “Whether someone is looking at working in reception, IT, accounting or as a developer, the final conversation is with me,” he said. “We talk about two very important things: what it means to follow our core values and what it means to be an A-plus player. I see it as time well spent on my behalf to make sure we are bringing in the right people — people who want to work together, want to watch and help others to grow. We are lucky that you won’t find the back-stabbing, the sharp elbows that you see in other corporate cultures because everyone wants to move ahead. We have people who are devoted to working hard and growing their careers, but they are also

devoted to trying to pull someone up rather than push someone down. “The most important thing — making sure people understand where we are going and how we are going to get there — spending that time up front is far better rather than spending time trying to clean up challenges or mistakes where people didn’t understand exactly what was expected of them.” Sound like a hard place to work? Maybe. But for many of NRP’s many “boomerangs,” the high expectations found at the company calls them back once they have moved on to “greener pastures.” Allison Peltz is a boomerang. She worked for the company for one year before being lured away to “corporate America” and a job running a social media platform for a major bank. After threeand-a-half-years there, she called Heller to ask for her old job back. “In my exit interview with David, he told me I would be back, but I had one of those offers that I would have kicked myself if I didn’t pursue,” Peltz said. “David understood that, and he was very encouraging. I loved the job, and I really grew there. But I also stayed in touch because I knew I wouldn’t find the kind of environment there is at NRP anywhere else.”

Peltz said Heller’s commitment to bringing in the right people, “giving them the right space to allow them to do what they are good at and letting each individual really fly” is second to none. “One of the beautiful things about working here and what really drew me back is that if I have an idea and I make a great case for it, it is always well received. So it is a little bit about owning your career and owning your day, which is unique. That attitude trickles down through the whole organization.” “When you are an organization of A-plus players top to bottom, you want people to grow and come back. It is very gratifying that people understand that they can go and grow. It is also gratifying when they want to return,” Heller said. “If they are coming back, they are stronger. They have a better understanding of themselves and what they want to accomplish and how they want to go about that.” But Heller doesn’t want to lose good employees with just a hope they will return. He would rather they explore other options within NRP Group. For Joel Bussard, who came to NRP in Accounts Payable from the insurance industry, the ability to explore other career paths has kept him content at NRP for nearly nine years. During that time has shifted positions to the operations team and, again, to the site management team. He now works as an operations project manager. “You are really encouraged to grow — and shape — your career, even beyond the job you were hired to do,” Bussard said. “When you express an interest or curiosity in another aspect of the business, managers are always encouraging for you to expand your knowledge base. I have never once not found someone willing to mentor me if I wanted to learn.” While NRP doesn’t have a formal mentorship program, learning from one another is another value Heller believes in strongly. “We all have a tremendous amount we can learn from everyone else,” he said. There are two ways I can look at someone else — ‘I am all knowing’ or I can look at them and say, ‘I have never done what you are doing, teach me. Let me learn.’ I have gone through my whole life with that mind-set, and I want everyone here, at NRP, to have that mindset as well.”

8X WINNER

C10334528-01

People are at the heart of everything we do. To our team — we’re grateful for you!

T12 SUNDAY, JUNE 26, 2022

THE PLAIN DEALER | CLEVELAND.COM MN

PEOPLE

HELPING PEOPLE

We would like to thank our Team, Board, and Members for making Cardinal a

TOP WORKPLACE...AGAIN!

People helping people. Anyone can join. Anyone can open a savings/checking account or apply for a credit card, loan or mortgage who lives, works, worships, or attends school in Lake, Geauga, Cuyahoga, Ashtabula, Summit,

C10334590-01

Portage, Mahoning,Trumbull, or Columbiana Counties.

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WORKFORCE TRENDS

NO. 3 MIDSIZE EMPLOYER

How NE Ohio companies focus on recruiting women, minority candidates

Liberty Home Mortgage is ‘exciting and innovative’

Alexis Oatman aoatman@cleveland.com

Diversity in the workplace sparks innovation and leads to a host of other benefits, including increased profitability and performance, experts say. “Research across various industries and sectors has illustrated the benefit and value of having a diverse workforce,” said Ronnie A. Dunn, associate professor and director of the Diversity Institute at Cleveland State University. How does diversity help? Dunn points to increased creativity, innovation and productivity that stem from the diversity of perspectives, experiences and problem-solving skills. This enables businesses to expand and meet the needs of an increasingly diverse market sectors within the global economy, he said. In 2020, McKinsey & Company, a management consulting firm that advises on strategic management, found that more diverse companies outperform less diverse peers. The firm’s analysis found that companies in the top quartile for gender diversity on executive teams were nearly 25% more likely to have above-average profitability than companies in the fourth quartile — up from 21% in 2017 and 15% in 2014. The greater the representation, the higher the likelihood of outperformance, the study said. That translates to a representation of women, as well. The year 2020 marked what some experts called the first “female recession” with nearly 1.4 million women leaving the workforce after struggling with schools teaching remotely and childcare shortages. Gina Messina, executive director and associate professor for the Institute for Women, Wellness & Work at Ursuline College, noted that workplace flexibility also remains a primary concern for women. As a result, many women choose to move to the gig economy for more flexibility and increased wages. Even during the “Great Resignation,” a recent study shows that many women have found an opportunity to upgrade. About 31% of women who moved to new career opportunities had increased their salaries and overall compensation packages by 30%. Last year, as schools reopened and vac-

Yadi Rodriguez yrodriguez@cleveland.com

Marcus Thomas in Cleveland has a variety of incentives to help entice employees back to the office. Senior talent manager Jordan Anders and inclusion and talent manager Joy Smith gather in a meeting room. Courtesy

cines became available, over half a million women returned to the workplace. However, compared to their white counterparts, women of color were still left struggling. Last year Black women, who made up 13% of the Northeast Ohio population, made up 11% of the overall workforce, 4% of senior management and 6% of boards. Black women and other women of color are far more likely than white women to be on the receiving end of frequent microaggressions and “othering” behavior. Women of color are nearly two to three times as likely as white women to hear coworkers express surprise at their language skills or other abilities. FLEXIBILITY

Top Workplaces in Northeast Ohio are working to recruit and retain women and minority employees. Fifth Third Bank, for example, aims to eliminate bias from the recruitment process and offer flexibility, spokeswoman Laura Passerallo said. “Our talent acquisition team partners and collaborates with diverse workforce agencies and community groups to promote our opportunities and recruit talent,” Passerallo said. Passerallo also said the company offers an inclusive cultural experience and additional benefits besides the standard rewards, such as their maternity concierge

program, which supports expectant parents, those on maternity leave, adoptive or surrogate parents, and guardians with children up to age 1. She said that Fifth Third also offers its employees education assistance/tuition reimbursement, backup care assistance, and concierge services. Marcus Thomas, a Cleveland media and advertising company, has moved toward becoming fully hybrid to offer its employees, particularly parents, work from wherever they need to. “Being a parent is a full-time job,” said Jordan Anders, senior talent manager. Aside from flexibility, Anders noted Marcus Thomas offers a range of affinity groups for its employees to have safe spaces, such as Black @ MT, LGBTQ+ group, and Parents at Work, a group for parents to discuss trial and tribulations of balancing work and home. Even before the pandemic, Hyland, the Westlake-based software company, viewed flexibility as a vital piece of employee recruitment and retention activity, said Lisa Jackman, the director of Corporate Social Responsibility. “Once COVID intensified, we re-emphasized that f lexibility to all our employees — especially those facing unique situations at home,” Jackman said.

COME JOIN OUR AWARD-WINNING TEAM | WWW.ARHAUS.COM/CAREERS C10344181-01

EXPLORE CORPORATE, WAREHOUSE, AND SHOWROOM OPPORTUNITIES

Name: Liberty Home Mortgage Corporation. President: Khash Saghafi. Address of local operation: 6225 Oak Tree Blvd., Independence. What the company does: Liberty Home Mortgage provides loans for the purchase of a home or the refinance of a home that’s currently owned. Years in business: Founded in 2014. Why they won: Liberty Home Mortgage is fully committed to providing the knowledge and support to every person that reaches out to them, whether they are an employee or want to purchase or refinance a home.

“We truly believe that if you take care of the employee, then your employee will take care of your customer, so we do as much as possible to provide our employees with the best workplace possible,” president Khash Saghafi said. Liberty Home Mortgage Corporation has dealt with employee retention this past year holding on to their company philosophy “The Employee Experience,” and they continue to make the workplace a comfortable and inviting as possible for their employees, who have been back in the office full time since late summer of 2020. They are looking forward to a return of normalcy in the coming year. Said one employee: “I could not ask to work for a better company. Liberty Home Mortgage is exciting and innovative. “The culture is diverse and relaxed. the atmosphere is fun and festive, and managers are kind collaborative and helpful.” Said another employee, “I have made some amazing friends and I love all my co-workers. I learn new things every day that help me become a better person. “I am financially confident in my future because of this company.”

T14

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THE PLAIN DEALER

C L E V E L A N D.C O M

TOP WORKPLACES 2022 SMALL EMPLOYERS 149 EMPLOYEES OR FEWER

THEY SAID IT

EMPLOYER

SECTOR

Tendon Manufacturing

Metal Fabrication & Machining

102

McDowell Homes Real Estate Services

Agents / Brokers

140

MAGNET

Economic Development

Valley Christian Academy

School

Crossroads Group

Real Estate Investment

Kraft Fluid Systems

Wholesale Distribution

WTWH Media

Advertising, Marketing, & Publishing

Robert Half

Staffing

Search Discovery

Advertising & Marketing - Other

Fairway Independent Mortgage Corporation

Mortgage Lending

Saint Albert the Great School

School

Open Practice Solutions

Enterprise Software

SPR Therapeutics

Biotechnology

123

Plante Moran

Professional Services

Microsoft

Technology product sales & service

Mansour Gavin LPA

Law

Saint Albert the Great At Assumption Academy

School

Buckeye State Credit Union

Credit Union

Fully Accountable

Outsourced Accounting & Financial Services

Saint John School

School

Valmark Financial Group

Financial Services & Insurance - Conglomerate

ACU-Serve

Business Services

Miller’s Rental and Sales

Home Medical Equipment

BoxCast

Live Video Streaming

Direct Recruiters

Executive Search & Staffing Services

“I am able to work with amazing people in an ever-growing industry. McDowell Homes really values its employees and gives back. I wouldn’t want to work anywhere else.” – McDowell Homes Real

Hasenstab Architects

Architecture

Estate Services employee

Ancora

Financial Advisors

Conveyer & Caster - Equipment for Industry

Material h&ling equipment supplier

“I feel appreciated, encouraged and supported to be the best I can be.” –

OuterBox Solutions

Digital Marketing

Ahola

HR & Payroll Services

Notre Dame-Cathedral Latin School

School

Crimcheck Technologies

Staffing - Services

“The culture and environment developed at McDowell is like no other I’ve experienced in my career.” – McDowell

Colliers International

Agents / Brokers

Homes Real Estate Services employee

Amsdell Companies/Compass Self Storage

Self-storage

MarshBerry

Professional Services

ChoiceLocal

Advertising & Marketing - Other

Integrity Staffing Services

Staffing

Drips

Other - Business Services

Frantz Ward

Law

105

Specialty Networks

Group Purchasing Organization / Data Analytics

Shook Construction

Education, Healthcare, Industrial, Water Resources

The Cleveland Foundation

Non-profit

Roundstone

Captive Insurance

106

Tech Elevator

Software Coding Bootcamp

First Interstate Properties

Property Development & Management

Centerline Biomedical

Vendor Serving Healthcare Industry

Concept Services

Full Service B2B Lead Generation Firm

Julie Billiart Schools

School

Rathbone Group

Subrogation Law Firm

American Fleet Services

Fleet Vehicle Maintenance Provider

Regency Construction Services

Construction

Richard L. Bowen & Associates

Architecture, Engineering, Construction

“Everyone roots for and supports every person here. We truly work as a team to make sure the students get the best learning and spiritual growth possible.” – Valley Christian Academy

Victim Assistance Program

Victim Advocacy

employee

Environmental Design Group

Civil Engineering, L&scape Architecture

HW&Co.

Certified Public Accountants & Consultants

Destination Cleveland

Destination Marketing Organization

RVshare

RV Rental Marketplace

Event Source

Event Equipment Rental

Medic Management Group

Healthcare

102

Incarnate Word Academy

Primary / Secondary Schools

Meaden & Moore

Certified Public Accountants & Consultants

139

Rock Medical Orthopedics

Medical Device Sales

The Center for Health Affairs/CHAMPS Healthcare

Non-profit

Vantage Financial Group

Financial Services & Insurance - Other

Etactics

Revenue Cycle Management Solutions

The Lakehouse Inn Resort

Resort

St. Edward High School

School

142

Bialosky Cleveland

Architecture, Interior Design, Engineering, Environmental Graphic Design

R.E. Warner & Associates, Inc.

Architecture/Engineering/Construction (AEC)

Buckingham, Doolittle & Burroughs

Law

113

ReliabilityFirst

Electricity Regulation

Apple Growth Partners

Accountancy

113

Jackson Comfort Systems

Heating, Ventilation, Air Conditioning, & Refri...

The Union Club of Cleveland

Hospitality & Service Private City Club

Cleveland Lutheran High School Association

School

110

Fathom

Advertising & Marketing

NPL Home Medical

Healthcare - Other

Precision Orthopaedic Specialties

Private Orthopedic Physician Practice

Ohio Real Title Agency

Title & Closing Services

113

Taft Stettinius & Hollister LLP

Law

109

St. Ambrose Catholic School

School

W. F. Hann and Sons

Heating & Cooling

Arborwear

Green Industry Uniform Solutions Provider

St. Mark School

School

Brunswick Companies

Insurance Agency

St. Raphael Catholic School

School

Ohio State Waterproofing

Basement Waterproofing & Foundation Repair

Neptune Plumbing & Heating

Plumbing

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EMPLOYEES REGIONALLY

What workers say about their bosses, companies

RANK

AT SMALL EMPLOYERS

“I get to do my job without someone hovering over me. I have the freedom to just get my work done.” – Tendon Manufacturing employee

“We get to make parts that are all over the world and in every industry. I can walk into a department store and see marketing displays we have made, lighting fixtures we’ve made, etc.” – Tendon Manufacturing employee

“The flexible work schedule. The 8-5 workday is dead nowadays and Tendon allows me to have family time.” – Tendon Manufacturing employee

McDowell Homes Real Estate Ser vices employee

“Each day I wake up knowing that the work I’m doing is helping grow our region’s economy, prepare more people for good jobs, and close the equity gap. Plus, the organizational culture is incredibly supportive and open to new ideas, and I’m compensated fairly. What more could I want?” – MAGNET employee

“I get to do my best work with 100% support. I can take risks, go against the grain, innovate, and be autonomous while working in a great, high functioning team.” – MAGNET employee “The people. I get to work with brilliant, empathetic, driven-people every day to solve some of the region’s biggest challenges.” – MAGNET employee

“I know that I am doing what God has asked me to do at this particular place at this particular time. I love working with these students and not just teaching them but making connections with them to help them grow to be more like Christ.” – Valley Christian Academy employee

“The people I work with are more than coworkers; they are family. I love VCA as my child’s school and my employer! The BEST place to work and grow spiritually.” – Valley Christian Academy employee “I have the ability to formulate ideas and bring from the infancy stage to the end. And along the way if I need help, I can count on my teammates to offer advice and offer assistance in their field.” – Crossroads Group employee “The Crossroads group has great core values and makes being an employee here feel like a privilege.” – Crossroads Group employee

“I get to be creative and work on fun projects. Everyone I work with has been really great in my nearly four years of working here.” – Crossroads Group employee

“My voice is heard. During the pandemic, RH started sending out surveys for the employees to fill out. They listened to what we were saying and better enhanced our positions at RH. They care about our health and safety, not only OUR health and safety, but of our families. They promote a work/life balance that helps me not only be a better mom, wife, but also employee. I feel appreciated and because of that I work harder.” – Robert Half employee

“I love the people I work with. We hire the BEST people and that is what makes this place so great! I also love the endless career growth opportunities!” – Robert Half employee

THE PLAIN DEALER

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THEY SAID IT

EMPLOYEES REGIONALLY

What workers say about their bosses, companies

RANK

EMPLOYER

SECTOR

The Equity Engineering Group - E2G

Engineering

Meritech

Business Technology

ForeverLawn

L&scape Architect

Core BTS

IT Consulting

The Federal Metal Company

Secondary Metal Processing

103

Diversified Fall Protection

Fall Protection & Workplace Safety

Homecision/PSI Lending

Home Finance

Corrigan Krause

CPAs & Consultants

Western Reserve Land Conservancy

Non-profit - Other

National Strategic Group

Marketing & Br&ing

Thrive Peer Recovery Services

Behavioral & Mental Health

105

100

West Side Catholic Center

Non-profit

101

Hylant

Insurance Consultants & Brokers

102

Safety Controls Technology

Consulting

103

NFP

Insurance Consultants & Brokers

104

Gilbane Building Company

Construction Management

105

Cleveland Rape Crisis Center

Human & social services

106

Cardinal Credit Union

Credit Union

107

JLL

Commercial Real Estate

108

United Church of Christ, National Ministries

Religion

112

109

Padua Franciscan High School

School

109

110

Newrez

Nationwide Mortgage Lender & Servicer

111

OMNI Systems

Printing

141

112

Child and Adolescent Behavioral Health

Healthcare - Non-profit - Other

139

113

MUM Industries

Manufacturing

114

415 Group

Accounting

115

Bellwether Enterprise

Commercial Mortgage Banking Company

120

116

reLink Medical

Vendor Serving Healthcare Industry

117

GPI

Greenman-Pedersen Construction - Other

118

Ohio Ambulance Solutions

Medical Transportation

103

119

Ruffing Montessori School of Cleveland Heights

School

120

Silco Fire & Security

Fire Protection & Security

121

The SpyGlass Group

Consulting, Cost Reduction Strategies

122

Barnes Wendling CPAs

Certified Public Accountants & Consultants

123

1-888-OHIOCOMP

Workers’ Compensation Managed Care Org.

106

124

Window Nation

Home Improvement

129

125

Turner Construction Company

Building Construction

113

126

Expedient

Managed Cloud & Data Center IT Services

127

Sky Quest

Aircraft Management & Aircraft Charter

100

128

C & S Associates

Business Services

129

Metro Catholic School

School

130

Garland

Manufacturing

126

“I feel appreciated and know that my concerns about the work environment will always be taken into consideration. There is no unfair judgement and employees are always in a comfortable environment.” Panda Restaurant Group

131

Middough

Engineering

110

employee

132

OneEighty

Non-profit - Other

109

133

Air Control Products, Inc.

Heating, Ventilation, & Air Conditioning

134

Urban Community School

School

138

135

Schneider Smeltz Spieth Bell

Legal Services

136

Everstream

Telecommunications & Cable

115

137

Rock & Roll Hall of Fame

Museum

130

“I love my job because the environment that I’m around makes me actually want to go to work all the time and its never a hassle to get up and go. I also love working with all my team members. Even if were having a really busy day, working with a good crew makes it 10x better.” Panda Restaurant Group employee

AT MIDSIZE EMPLOYERS

“They care about me as a person and what is happening in my home life as well as work life.” Marcus Thomas employee “It is satisfyingly challenging, and the people here are intelligent. We are also very progressive thinkers who embrace diversity.” Marcus Thomas employee “Every day is different and new. The people are wonderful and upper management cares about your opinions and ideas.” Group Management Services, Inc. employee

“I feel I have a real voice, I also love that I can help people. I like the direction the company is headed and all of the opportunities I have been given.” Group Management Services, Inc. employee

“The atmosphere and leadership is positive, understanding and relatable which motivates me to bring my full self to work to succeed. I am proud to work at GMS.” Group Management Services, Inc. employee

“My job allows me to work 100% remote which provides me the opportunity to create a work life balance that is conducive to both my family and continue to do a job that I love.” Kichler Lighting employee “My managers and colleagues treat me as an individual and not a number. The work environment is very friendly, I love what I do, and I feel that I am able to become my fullest potential.” Kichler Lighting employee

C10358274-01

Because it's our caregivers that make our culture stand out Visit jobs.clevelandclinic.org

Thank you,

Fifth Third employees, for all you do!

Fifth Third Bank, National Association. Member FDIC

C10334480-01

BD8004085

A TOP WORKPLACE FOR 10 YEARS RUNNING

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NO. 1 SMALL EMPLOYER

Tendon Manufacturing thrives by making employees feel like family

Tendon Manufacturing specializes in sheet metal manufacturing and coatings, laser cutting parts, welding, machining and assembling to prototype designing and 3D printing.

Metal fabricator Tendon Manufacturing in Warrensville Heights is the top winner in the small company category in The Plain Dealer’s 2022 Top Workplaces. Tendon is a repeat winner in the category. Photos by David Petkiewicz, cleveland.com

Alexis Oatman aoatman@cleveland.com

C10339184-01

Warrensville Heights metal fabricator Tendon Manufacturing believes in investing in its employees personally and professionally. In 2021 as the pandemic continued to ravage, Tendon Manufacturing offered their employees stability by offering time off, unlimited overtime and face masks and hand sanitizer for families. This year the offerings have continued. To help keep up morale, sales manager Michael Gordon Jr. says the company focused on tuning out the negativity and getting back to “normal” as much as possible with monthly meetings and lunch gatherings for employees. Tendon ranked No. 1 workplace among small companies in Greater Cleveland for 2022, the sixth consecutive year it has made the list and the third consecutive

year it has taken top honors. “A top workplace shouldn’t be a place that feels like a job,” Gordon Jr. said. Gordon Jr. said what makes Tendon different from other companies is how they listen, observe and take action when it comes to the needs of employees. The business was co-founded in 1988 by Michael Gordon Sr., the company’s president/CEO, and Gary Tench, vice president/ COO. The name Tendon is derived from their last names. The manufacturing company specializes in sheet metal manufacturing and coatings, laser cutting parts, welding, machining and assembling to prototype designing and 3D printing. “Our employees know what will help make their jobs easier and more efficient, so we listen and implement changes.

Changes shouldn’t come from the top down. They should come from the people who know best, the frontline employees,” he said. He noted that Tendon employees take pride in their work and have continued to drive the company to new heights, leading the manufacturing company to expand to three locations and more than 100 employees in seven years. “By investing in our people, we have seen exponential growth! People are a company’s greatest asset,” he said. “We have tremendous employees who care about their work and take pride in what they’re doing. The men and women of Tendon have continued to drive the company to new heights, and everything we’ve accomplished is directly attributed to their efforts.”

Tendon Manufacturing’s CEO says employees take pride in their work and have continued to drive the company to new heights, leading the manufacturing company to expand to three locations and more than 100 employees in seven years.

Tendon Manufacturing has finished No. 1 in Top Workplaces small-employer category for the past three years.

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NO. 2 SMALL EMPLOYER

McDowell Homes real estate agency is experiencing explosive growth Niche agency has closed a cumulative total of more than $1 billion in home sales in the last seven years. Brenda Cain bcain@cleveland.com

While the coronavirus pandemic took its toll on many industries, the real estate market boomed thanks to a combination of historically low interest rates and low inventory. The demand kept real estate agents hopping through 2021. While agents can burn out from the long hours, high stakes, and client drama, one Mentor-based “boutique” real estate agency is enjoying explosive growth while placing their agent’s well-being first. McDowell Homes, headquartered in Mentor, was founded in 2015 with three agents and two administrative staff. That first year, they closed $16 million in sales. In 2021, the agency closed 1,700 sales totaling $360 million, and are on track to close 2,000 sales this year. The niche agency has closed a cumulative total of more than $1 billion home sales in the last seven years. And have expanded to five offices — Mentor, Solon, Ashtabula, Little Italy in Cleveland and Portage Lakes. The McDowells are eyeing a sixth location on the west side later this year. Business partners Chaz and Kayleen McDowell attribute their success to their experienced and dedicated stable of 150 agents and support staff. Their agents, however, will give the credit to the high standards and the attention the McDowells give to removing the competitiveness between the company’s sales teams. This is the first year McDowell Homes has been named to the Top Workplaces list. The real estate brokerage placed second on the list for small corporations. Chaz McDowell was working as a quality engineer for the Lord Corp., in Erie, Pa., when the family accountant told him his salary was only covering the family’s tax bill, gas for their cars and childcare. His then-wife’s real estate income was covering their family’s other day-today expenses, but she wasn’t happy at the

Founded in 2015, McDowell Homes, headquartered in Mentor, started off with just three agents and two administrative staffers. The agency closed $16 million in sales that first year. In 2021, it closed 1,700 sales, equivalent to about $360 million, and is on track to hit 2,000 sales this year. Photos by David Petkiewicz, cleveland.com

Business partners Chaz and Kayleen McDowell attribute their success to their experienced and dedicated stable of 150 agents and support staff. This is the first year McDowell Homes has been named to the Top Workplaces list.

brokerage where she worked. The couple decided it was time to start their own agency. “I was looking for a company that operated as a true team, with a cooperative culture,” she said. “At many brokerages it is dog-eat-dog day in and day out. Agents are

Thank you!

out there beating the bushes for any business they can get. “I was interested in only hiring agents who wanted to start — and grow — their own team, but willing to work together and learn from one another. Everyone who works here now all have the same goals.”

Both Chaz and Kayleen refer to their company as a “boutique” agency — dedicated to serving their clients in “a more creative and less restrictive manner” while adhering to “the highest ethical standards, all the while, maintaining a positive atmosphere,” Kayleen said. They only hire experienced agents, who are interested in working full time. Agents affiliated with McDowell homes must be willing to support their co-workers. “Everyone in the real estate industry is an independent contractor, but I want the agents affiliated with us to feel they work in a really positive atmosphere,” Kayleen explained. “We (Chaz and Kayleen) believe there is enough business for everyone, so we don’t allow our agents to compete against one another. If an agent is unavailable, we put it out there and another agent from our brokerage will step in to show the house and follow up. Our agents don’t have to worry they will lose business because of a scheduling snafu.” But an agent’s work ethic isn’t the only thing the McDowells keep track of. A hot market and demands for 24/7 attention by the client can take a toll on a real estate professional. Kayleen believes in maintaining a personal relationship with each of her agents — working hard to know what is going on in their personal lives, their likes and dislikes — as well as their business philosophy. Chaz says Kayleen is in “on the phone with our agents every week. She isn’t just worried about whether they are working hard, she wants to know they are in a good place, personally.” By keeping tabs on those aspects of their personal concerns, she feels it gives her better insight into their level of self-care. “No breaks from this business causes high stress for a real estate agent,” she explained. “I try and make certain they are taking care of themselves, as well as their clients. Work/life balance is at the forefront of what we are doing,” she said. “While we expect a full-time commitment to their business, we also expect them to take care of themselves. They are not giving the best to their customers if they are not indulging their own needs — whether it be physical or family matters. They won’t be the best they can be without it.”

MUM Industries Inc. is the parent company to Integra Enclosures, StrongBox and EMF. Since 1996, we have been empowering innovation and encouraging the growth of our employees. We owe all our success to our team for allowing us to continuously improve and succeed.

Join our Team! C10334475-01

We’re always looking for talented, hard-working people to join our growing company. Scan the QR code to browse our current openings and fill out an application!

8989 Tyler Blvd. Mentor, OH

• (440) 269-8155

• www.mumindustries.com

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C L E V E L A N D.C O M

WORKPLACE TRENDS

Is it really ‘pay up for talent, pray for retention?’ cases. Counteroffering doesn’t work well either. Hasten said when an employee accepts a counteroffer, four out for five times they leave the company anyway within a year.

Sean McDonnell smcdonnell@cleveland.com

There’s a situation many people have been through at some point in their career, especially if they’ve moved jobs. A worker asks their boss for a raise and gets a “No.” They shop around and get offered a new job with higher pay. Suddenly, that boss who said no to a raise before has money in the budget, and matches the outside offer. In other words, no pay raise until threatening to quit. It’s a frustrating thing that happens, even to the HR professionals who try and stop it. Often the employer strategy, at least from the worker’s perspective, is “Pay up for new talent, pray for retention.” Data shows that on average, job switchers make more money than workers who stay put. And replacing employees, instead of retaining them, costs companies money. So why does this happen? It’s more complicated than it seems, and recruiters and HR pros say it’s a hard fix. “That’s a really good question, and if you solve that one you would have one of the most successful companies in the world,” said Casey Hasten, director of recruiting for VIP. VIP is a third-party recruiter headquartered in Addison, Texas, representing hundreds of different companies across the U.S. Hastens has worked with companies with average pay that never lose anyone, and terrible ones that pay a ton. Even though she sees job hopping firsthand, she and other HR professionals still say job retention comes down to more than how much companies pay. THE NUMBERS BEHIND JOB SWITCHING

Two separate organizations came to the same conclusion with their data: job switchers make more on average. Data from payroll company ADP looks at wage growth of job holders versus job switchers. According to 2021 fourth-quarter data, job switchers increased their pay 8% over the year, while job holders got a 5.9% increase. The difference is more pronounced in industries with a lot of office jobs. In professional and business services, switchers wages went up 12.2% and holders increased pay by 6.4%. In information jobs, switchers pay went up 12.2% and holders grew their pay 6%. Data from the Federal Reserve Bank of Atlanta showed similar trends. As of April

RETENTION BEFORE IT’S TOO LATE, WITH A ‘STAY’ INTERVIEW

Data shows that on average, job switchers make more money than workers who stay put. JoAnne Coughlin Walsh, Advance Local

2022, job switchers grew wages 5.6% year over year, compared to 4.2% for job holders. It’s not new. As far back as 1997, switchers grew wages 1.5% faster each year. The trend stays true in general, except during recessions like in 2008. Losing people is costly, too. Hasten said when a company replaces someone, they’ll end up paying 50% to 80% of their salary in costs to fill the position, and train a new person.

not privy to how that happened, it feels really personal,” McNitt said, adding that she’s been the worker who left to get a raise. It’s easier to give that raise, she said, when a new person is coming in. That is why she tells applicants to get the pay they want when they’re hired. Once they’re hired, they may only see the standard 2% to 3% raises.

WHY IS IT HARD TO RAISE WAGES FAST ENOUGH?

Waiting for people to ask for a raise isn’t a great strategy, because internal pay equity is important, both McNitt and Hasten said. Hasten said companies set up pay scales and rules for raises to keep things fair. Companies shouldn’t, she said, be paying similar employees drastically different rates. And giving raises above the cost of living, or matching counter offers, makes that harder. She said good companies are transparent and show workers where they could be in a few years’ salary wise. But they also stay strict to keep things fair. Kelly Keefe, president of the Employers’ Resource Council, said it’s important to do market pay studies and identify gaps and equity issues, especially in the current labor market. About 58% of companies the ERC surveyed were doing compensation analysis. One-in-five said maintaining internal pay equity has been very challenging. She said the small versus large business debate is a two-sided coin. Small businesses can pivot faster. Larger companies have more roles so they can offer more advancement opportunities to employees in many

Hasten said both Fortune 500 companies and small independent firms have trouble raising wages. While some companies put their bottom lines first, she said that often isn’t the case. One reason is that the market rate for a worker changes faster than bureaucracy can keep up. One company she’s working with thought they just fixed their salary structure. Two years later, it is out-of-date. In other cases, adjusting salaries means raises for 2,000 employees at once. And getting input from stockholders or a board of directors, and creating an updated salary structure can be slow. Sometimes it really comes down to budget, said Simone McNitt, a talent acquisition lead for the Cleveland Society for Human Resource Management, and executive director for recruiting firm Encore Employment Enterprise. Every department head will get their line-item budget, with only so much money in the pot, she said. “I know when you’re not in HR and you’re

RAISES HAVE TO BE PROACTIVE, AND EQUITABLE

We wouldn’t be a Top Workplace without:

There’s place There’s no There’s no place place likelike Southwest! work. like work.

SouthwestGeneral Generalisisproud proudto toagain againbe benamed named Southwest Southwest General is proud to again be named oneof ofThe ThePlain PlainDealer’s Dealer’sTop TopWorkplaces. Workplaces. one one of The Plain Dealer’s Top Workplaces.

Susan Abraham

Thomas Haren

Bernard Niehaus

Nan Arian

Ralph Higgins, Jr.

James Niehaus

Brett Bacon

Daniel Hinkel

Christina Niro

Klevis Bakiaj

Kevin Hinkel

Amy Norris

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Calvin Hulittle, Sr.

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Deborah O’Neal

Kelly Bokoch

Kimberly Jedlicka

Bradley Ouambo

Todd Broski

Melissa Jones

Matthew Polomsky

Thomas Cardone

Matthew Kadish

Bradley Reed

Lindsey Carr Siegler

Stephen Kadish

Allison Reich

Michael Chesney

Christopher Keim

Susan Ritter

Andrew Cleves

Brian Kelly

Mark Rodio

Alan Dailide

Kathleen Kennick

Dean Rooney

John Desimone

Merrilee Koci

John Rowland

William Duncan

Christopher Koehler

Marc Sanchez

Tracy Evans

Kevin Koran

Jonathan Scandling

Lisa Faidley

John Kostelnik

Christine Scherry

Gregory Farkas

Patrick Lane

Douglas Schnee

Suzanne Ferrante

Hans Larsen

Vera Schurowliew

Ian Frank

Mary Laughery

Matthew Selby

Michael Frantz

Erin Leder

Ryan Smith

Michael Frantz, Jr.

Mark Lesko

Michael Smith

Gina Gennaro

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Michael Gibbons

Nora Loftus

Mark Stockman

Sharon Glaser

Angela Lydon

Debra Strang

Wendi Glomb

Michelle Mabin

Travis Teare

Carl Gluek

Susan Markovich

Bridget Tuleta

Carrie Grieco

Shelley Mars

Noelle Visintainer

Susann Grimm

Karl May

Patrick Walsh

Alanna Guy

Maris McNamara

Daniel Ward

Andrew Hanna

Margaret Metzinger

David Weibel

Craig Haran

Susan Mizer

Amy Wilkins

Colleen Murnane

Thank you all for making us who we are and helping us earn this honor once again.

C10309282-01

C9187474-01 C9187474-01 C10342409-01

Thank you to all of the doctors, nurses and staff who helped Thankyou youto toall allof ofthe thedoctors, doctors,nurses nursesand andstaff staffwho whohelped helped Thank Southwest General to be named one of The Plain Dealer’s Southwest General to be named one of The Plain Dealer’s Southwest General to be named one of The Plain Dealer’s Top TopWorkplaces WorkplacesininNortheast NortheastOhio Ohiofor for2019. 2022.We Weare aretruly trulyhonored Top Workplaces in Northeast Ohio for 2019. We are truly honored honored to know that our caring, dedicated stafflook members to know that our caring, dedicated staff members forward to to know that our caring, dedicated staffday members look forward look forward to coming to work every to help make such to coming to work every day to help make a such a positive difference coming to difference work everyinday helpofmake a such a positive difference positive thetolives our patients. in the lives ofaour patients. in the lives of our patients. IfIf you’d you’dlike liketo tojoin jointhe theSouthwest SouthwestGeneral Generalteam teamand andfind findaajob jobthat thatyou’ll you’ll love, If you’d like to join the Southwest General team and find a job that you’ll love, love, visit swgeneral.com/careers. visit swgeneral.com/careers. visit swgeneral.com/careers.

McNitt, for one, is also tired of yearly reviews that don’t lead to pay increases, or exit interviews done after someone leaves. What she recommends is a “stay” interview. Instead of recruiting a new person or second-guessing when someone leaves, she said employers should ask employees what they can do to make them stay. And be ready for honest answers, she said. “If you value your employees, ask those questions, and you’ll be OK with the answers,” McNitt said. The stay interview can be uncomfortable, for both the worker and the boss. Employers will find out about problems they’re now expected to fix, and workers may be too afraid to point out the problems. “I’ve literally had to write on a piece of paper and sign, ‘Our conversation is not going to get you fired,’” McNitt said. But, she said companies doing stay interviews are rare. Stay interviews shouldn’t be scheduled right before someone leaves, McNitt said. She said managers should make them part of the company’s culture, and to know when to check in with employees. Despite assumptions, it’s not always about the money, McNitt said. Hasten has seen other benefits trump raises. At one company, a worker asked for a 40% raise. Not too long after another company offered him that 40% increase. The worker and the company negotiated; the work-life balance was better at his current job. They settled on a 26% raise. One of Hasten’s clients has a “Thank God it’s Monday” culture. People are banging down the door to work there, despite average pay. Another client, who she fired because of their retention issues, has a culture that “was absolutely toxic.” She said she’d only work with them again if she could start every interview telling the potential hires about it. That company still gets new hires, and gives big raises to job hoppers, and they almost always leave soon after joining. “I really believe the ultimate solution for companies is to create company culture that attracts people to work there, not just wanting to make money,” Hasten said.

FrantzWard.com

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THE PLAIN DEALER

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MAGNET is making an impact on the community Yadi Rodriguez yrodriguez@cleveland.com

Ethan Karp, CEO & President of MAGNET. Courtesy, Mariana Edelman, MAGNET

Name: MAGNET CEO & President: Ethan Karp

Years in business: Founded in 1984 What the company does: MAGNET is a mission-driven nonprofit whose goal is to strengthen and grow Northeast Ohio’s economy through manufacturing. Half of the company works all with small/medium size manufacturers to help them grow their jobs, by inventing the next new products, streamlining operations, getting the latest technology, and by automating the business which will help drive them forward. T he ot her ha lf of t he orga n i zation works with people, primarily in Cuyahoga County but not exclusively. The ultimate goal is to get diverse populations of people into high paying manufacturing careers that they may be unaware of. In filling these thousands of open roles with people from the surrounding communities they can help elevate those that may be living in poverty to middle class and beyond. Why they won: “Magnet has become a bit of a haven. Work is intense and difficult, but it is a little shelter from the uncertainty out in the world. I like to think that our culture creates a little bit of a buffer or at least so that work isn’t one more thing to fear or be uncertain about. One buffer for the world and your personal connections in our culture and supporting you through the external worlds craziness versus being a drain on your energy. That’s been our goal and I think we are achieving that.” — CEO & President Ethan Karp. “Diversity equity and inclusion. Very important to the work that we do. Especially with communities to get mostly diverse people into manufacturing.

But it is also important to our culture. You can’t have a caring environment if nobody recognizes racial disparity. You can’t have a caring environment if your welcoming attitude has micro aggression, you can’t have a strong culture like this that is open and vulnerable with one another if there are all sorts of things related to race and equity that go unspoken and we have felt those things in our work in our work place we talk about them we try to grow together, making an inclusive environment is very important to us especially in an industry that is not as diverse as our community. This is really important it is fundamental to all our values.” — CEO & President Ethan Karp. MAGNET’s take on employee retention in the face of staffing shortages is that it has been a blessing and a curse. They have wonderfully talented employees that they have trained to be top candidates. As a small company there are limited top positions. Even though they have very little voluntary turnover they support those that leave for great community roles and take pride in seeing their folks succeed. So, curse people will move on, blessing there is top talent out there looking to fill open roles. Said one employee: “I most value being well informed about what employees in different departments are doing — what manufacturers and startups we are working with, what schools we are engaging in ECEC, what employers and training providers we are working with in sector partnership, what grants we are applying for, and so on. In other words, I value being well informed about the impact that MAGNET is making on our community.” Said another employee, “I get to do things I love each day with people I love.”

MAGNET employees have enjoyed a variety of team activities in the past few years including kayaking, golfing, go-karting and karaoke. Courtesy, Ethan Karp, MAGNET

is honored to be recognized as one of the

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Cleveland!

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entionally e actively and int At Buckingham w r our thriving culture fo strive to create a s! ow sh it . And attorneys and staff

Thank you to our amazing team - We appreciate all you do!

Flexibility, growth, diversity and transparency are just a few of the qualities you’ll find at Kichler Lighting. Join us for a bright future! www.kichler.com

WE PROUD to beARE a Top Work Place

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Kichler Lighting is honored to be named a Top Workplace.

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Address of local operation: 1768 East 25th St., Cleveland

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A Smart Move. Our biggest asset is our people. We invest in the evolution of your career, and provide the foundation you need to get to the next level. Learn more about why joining Ulmer is a smart move at www.ulmer.com/join-us. ®

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WORKPLACE TRENDS

Workers are doing plenty of soul-searching Bob Helbig Energage

The COVID pandemic prompted people to give more of themselves to their work in the spring of 2020, but over time, especially in the last year, workers have decided to focus more on what they want or need. That’s evident in employee surveys analyzed by Energage, which gathers feedback from workers nationwide, yearround. It’s been a year of reflection, starting in mid-2021. “People were asking, ‘Is this really what I want to be doing with my life?’” said Lisa Black, director of data science at Energage. Data collected from more than 2 million workers show people are less engaged in their work compared with a year ago. Engagement looks at a combination of factors: motivation, loyalty to the workplace and how likely people are to recommend their workplace to others. Some examples: › Employee engagement in Q1 2022 (measured January through March of this year) was 61.6%, continuing a downslide seen in the last half of 2021. › Employee engagement dropped to 62.9% for all of 2021 compared with 65.3% in

2020.

› Employee engagement bottomed out at

60.3% in September/October 2021 before rising to 62.8% in December, then falling again in Q1 2022. But that end-ofyear rate was still far lower than when the pandemic began; engagement peaked at 70.6% in April 2020. › Employees showed a steady decline in loyalty – that is, employees who say they were not looking for work elsewhere – throughout 2021. By year’s end, it picked up slightly, ending at 66.8%. One year earlier, it was at 71.7%. Loyalty peaked at 74.4% in April 2020. It hovered around 65% throughout Q1 2022. › For the second half of 2021 vs. the second half of 2020, employee loyalty dropped the most of all factors surveyed. And that trend continued into 2022. Of all factors Energage measures, loyalty dropped the most Q1 2022 vs. Q1 2021, down 4.1 percentage points. › In addition to loyalty, employee sentiment was down for benefits, direction and execution in Q1 2022 vs. a year earlier. › Referral – employees who say they would recommend their workplace to others –

peaked at 88.6% in April 2020 and bottomed out at 81.8% in September 2021. Like loyalty, it showed a steady decline throughout 2021 but picked up at the end of the year. › Employee motivation dropped, too, in 2021. Measuring 86.5% in December 2020, it went on a steady slide through September 2021, falling to 83.3%, before rising in Q4 2021. The data show how the last two years have been a roller-coaster ride for people’s relationship with work. The first half of 2020 reflected uncertainty in the job market, when the pandemic hit and some companies started layoffs. It was risky to look elsewhere, and people wanted psychological safety. “People were happy to have a job,” Black said. “The workplace is something predictable.” In 2021, many employees decided that if their employers were calling them back to the office, they didn’t want to commute anymore, or they didn’t want to give up the flexibility of working from home, Black said. Those who enjoyed flexibility became used to it. But this doesn’t mean people gave up on

their jobs in 2021. It just means they were less positive about their employment situation when compared to the first wave of the pandemic. Employee engagement in 2021 was greater than in 2015 to 2019. One area that employees were more positive about in 2021 was inclusiveness. Employees felt more included in what was going on (even if they weren’t necessarily happy about it). People are more mindful, empathetic, and trying harder to make sure voices are heard, Black said. There’s also a greater focus on diversity, equity and inclusion. “We’ve figured out how to work better together,” she said. Still, although inclusiveness was up, employees said they felt slightly less clued-in than before. Black’s takeaway: Two-way communication still needs some work. “Just because you are included doesn’t mean you’re informed,” she said. Bob Helbig is media partnerships director at Energage, a Philadelphia-based employee survey firm that partners with cleveland.com and The Plain dealer for Top Workplaces.

Data collected from more than 2 million workers show people are less engaged in their work compared with a year ago.

2022 TOP WORKPLACES AWARD WINNER

Thank you to our employees for making Etactics a 2x Top Workplaces award winner!

wishes to recognize our staff for their caring, compassionate service to the clients, community, and the misson of wscc. Grounded in faith, hope, love and respect for those we serve, the West Side Catholic Center assists all who come in need of food, clothing, shelter, advocacy and a path to self-sufficiency.

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The future of retail is within our sites. SITE CENTERS IS AN OWNER OF RETAIL R E A L E S TAT E , W I T H A P O R T F O L I O OF PREMIUM OPEN-AIR SHOPPING C E N T E R S S PA N N I N G T H E C O N T I N E N TA L U N I T E D S TAT E S . H E A D Q UA R T E R E D I N B E A C H W O O D , O H I O , W E A R E P U B L I C LY TR ADED ON THE NE W YORK STO CK

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American industries adapt, add to workforce post-COVID ValueWalk

TRADE, TRANSPORTATION, AND UTILITIES

The trade, transportation, and utility sectors reign supreme, being the most active hiring sector. The increasing prevalence of eCommerce and online shopping is causing an increase of new hires. Looking at the numbers provided by the U.S. Bureau of Labor Statistics, this sector has, on average, hired more than 28,417 employees from January to March. The growing demand for warehouse workers, couriers, packers, and messengers is likely spurring this sector’s positive and healthy job growth. PROFESSIONAL AND BUSINESS SERVICES

Professional, scientific, and technical services, management, enterprise, administrative, and waste management, is the second-largest and most active sector in the U.S. labor

market. Current figures indicate that professional and business services hired 22,000 new employees between December 2021 and March 2022. March saw its biggest hiring month, with more than 22,116 jobs added. The uptick could be due to major companies and multinational firms adjusting their employee benefits, attracting exciting talent, and replacing some employees who have recently stepped into retirement. LEISURE AND HOSPITALITY

During the pandemic, leisure, hospitality, tourism, and service accounted for around 93% of all American jobs lost. Even though many restrictions have been waived until recently, this sector is still about 1.53 million jobs short between current employees and pre-pandemic levels. The latest data shows in March 2022, the sector added about 15,509 new jobs. In addition, the accommodation sector itself added around 23,000 jobs in February, much better than what some experts had predicted. Even though the sector accounted for more than 179,000 jobs in February, it’s still down 9% from pre-pandemic levels. The economic shock experienced in the leisure and hospitality sector ranks among the many reasons job growth has started to plateau. Even though the sector is showing signs of healthy recovery, there are still a lot of job openings available, and many roles remain vacant, thanks to pandemic layoffs. CONSTRUCTION

Latest reports indicated that the construction industry added about 19,000 jobs in March, which is still just 4,000 more than February 2020. The slow recovery has seen sector unemployment now inch closer to 7.63 million as of April 2022. Luckily it’s not all doom and gloom, as its current unemployment rate of 6.0% for April 2022 is a significant improvement from the 8.6% reported in January 2022. Even with construction seeing better employment results as we head further into the year, there’s still enough space for growth and opportunity. But overall, compared to other thriving industries such as services, trade, and transportation - construction may still have to add more jobs to catch up.

and 2020. Furthermore, annual average pay changes have also been relatively low, with mining seeing a 0.5% difference since spring 2020, a marginal amount compared to the 18.4% experienced in hospitality and leisure. Industries such as agriculture, fishing, hunting, and construction saw average pay changes above the 4% threshold. Even with some companies now looking to rapidly increase pay and wages for workers in the mining, logging, and geological sector, it’s perhaps important to notice that the monetary compensation still doesn’t outweigh the physical and emotional toll these jobs have on workers. With employees aging and many nearing retirement in a couple of years, the mining sector could be seeing major reform in the next few years. LABOR FORCE PARTICIPATION

The labor force participation rate is formulated based on the number of employed civilians and those actively seeking employment. This number is then divided by the amount of non-institutionalized, civilian working-age population. Looking at the labor force participation rate among Americans aged 16 years and older, we can see that an uptick in figures presents a relatively positive outlook for the year ahead. The current figures indicate that in March 2022, labor participation inched upwards to 62.4%, even after adding more than 430,000 jobs. In February 2022, that percentage was roughly 62.3%. The labor market recovery has been slow, but the economic outlook is looking more promising than it did a year ago.

MINING AND LOGGING

Mining and logging is a sector struggling to keep up with rising operation costs and retaining many employees - even before the pandemic. Overall, things are not looking positive, with a -53.14% change in employment between 2011

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The United States labor market has been on a cool track to recovery in recent months, shaking off most of the economic effects caused by the COVID-19 pandemic. In April 2020, U.S. unemployment figures rose to more than 14.7%, the highest ever recorded. Now, almost two years after the start of the pandemic, the labor market has been through some turbulent waters. Overcoming the Great Resignation, which saw a record number of employees quit their jobs en masse throughout most of 2021, and the uproar caused by the Omicron variant. In January 2022, the U.S. Bureau of Labor Statistics reported around 467,000 jobs added for the month, and 431,000 in March 2022, slightly below 460,000. Even though fewer nonfarm payrolls were added for March, the unemployment rate decreased to a remarkable 3.6%, inching closer to pre-pandemic levels of 3.5%. While some employers have been on a hiring spree, looking to attract the right talent by offering higher wages, better medical care, and other employee benefits, it’s clear that some sectors are outpacing their counterparts by the high numbers of recent hires. Tourism, hospitality, retail, trade, and transportation were hardest hit throughout the pandemic and ensuing lockdowns. But these are among the industries that have now shown signs of full recovery, even surpassing pre-pandemic levels. Unfortunately, not all industries share the same job prospects, with government-related roles, financial services, and information still seeing lower numbers of new hires even as the labor market is ripe with young and enthusiastic job seekers. So who’s been winning, and who is lagging in the current labor market?

RELIABILITY FIRST

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Companies find ways to balance corporate culture with flexibility Brenda Cain bcain@cleveland.com

As Northeast Ohio companies are asking their employees to return to the office, the work/life balance is shifting again. According to a global survey for the World Economic Forum shows that people

around the world say they want to keep the flexibility of working from home — and a third of those surveyed said they are prepared to quit their job if the boss compels them to go back to the office full time.

So, how are local corporations dealing with the post-pandemic movement to stay home? “Things have changed. Things are much harder,” said Jennifer Hirt-Marchand, director of research

at Marcus Thomas, which gave its employees the choice between continuing to work full-time from home, a hybrid schedule or returning to the office in-person full time. Hirt-Marchand conducts

regular research with Marcus Thomas employees — surveys or one-on-one interviews — gauging what is most important to their associates. The company listens and makes changes based on their expressed

Thank You for Choosing Us! TravelCenters of America is proud to be named as one of the top workplaces. Thank you team members for your vote of confidence. Apply today to experience the welcoming and collaborative environment that earned us our spot on the list!

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TravelCenters of America Inc. (Nasdaq: TA) is the nation’s largest publicly traded full-service travel center network. www.ta-petro.com

wants and needs — “and sometimes that requires pivoting.” “The majority of our employees prefer a hybrid schedule because of the p er sona l f lex ibi l it y it affords them, and that is not going to change anyt i me s o on,” she s a id . “COVID has changed the landscape.” Ma rcus Thoma s ha s always offered the option of working from home, but Hirt-Marchand says now it is something employees are “fully embracing. We have found that by supporting their personal lives, they give back even more to the environment here,” Hirt-Marchand said. NRP Group CEO David Heller agrees. His corporate offices in downtown Cleveland were closed for the better part of nine months with the full staff working remotely. Heller plans to continue to offer flexibility, but believes it is “incumbent on me, as CEO, to figure out how we can effectively socialize and network in such a way we maintain our business standards.” “Some people say the only way to do that is in person, and I say no — the only way you can maintain the culture of the company is by being creative,” he explained. “That puts the pressure on me to figure out how to make the best use of your time when you are in the office.” Both Marcus Thomas a nd N R P a re of fer ing catered lunches and social activities to allow employees to reconnect in person — even welcoming canine “co-workers” back as officemates. For employees at Union Home Mor tgage, t he option to work from home, hybrid or fully in-person is available to them as well, but CEO Bill Cosgrove believes employees who return to the office — whether full or part-time — will advance faster up the corporate ladder. “We really made it clear to people that if you had a group of younger people who were 100% work-fromhome, and you had a group of people who were fulltime on campus, or hybrid, those same people would be further developed in their career,” he said. “ We re a l ly c o ache d everyone, that unless they have a physical reason, to come back either full time — or at least hybrid — and that seems to be working very well. We firmly believe that that type of interaction makes you better. The world has changed, and we are simply evolving with it, but by not really changing who we are and what we believe in.” Hirt-Marchand agrees with Cosgrove that staying at home can impact an employee’s growth, especially younger employees who are missing out on opportunities to be mentored. “When you don’t have your entire workforce in the office on a daily basis, you don’t have that in-person connection where sometimes learning almost takes place from an osmosis perspective — you are learning from your peers or your managers because you are working elbow to elbow or side by side,” she said. “We are trying to foster more in-person connection because we know that creates personal growth and personal development and team building.” In addition to finding ways to encourage in-person collaborations, leaders of hybrid workforces are also tasked with finding ways to help the stayat-home a s so ciate s to s tep away a nd m a i ntain a work/life balance. SEE TRENDS, T23

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Companies find ways to balance corporate culture with flexibility Continues from T22

Heller said he doesn’t see a full-time return to work for all NRP employees. “While a portion of our workforce will always be out in the field building and developing, our office workers are deadline driven — closing on properties and sales — know people are working hard to be sure they are making deadlines. And we know they can do the work successfully at home as well as in the office. “My problem has never been making sure they are working hard enough, my problem is that people are working too hard, at all hours,” Heller said. “Part of the job now is making sure they are not over-working, that is where the fun comes in — finding balance of having a good, relaxed time and still connect. All I can do is present opportunities then incumbent on them to take the time.” To that end, Heller’s company is hosting out of the office/home activities to allow co-workers to connect in person while having some fun. He also hosts a podcast — a la “Larry King Live!” — biweekly discussing topics employees are interested in exploring or just learning more about. “Corporate America has changed and we, as employers, need to support people in their other roles in life — so that when they come to work — whether working from their home office or our work office — they can bring their full self to work and be as focused and talented as we know they are,” said Hirt-Marchand. “Corporations need to realize that if we want to retain the best and brightest of employees and recruit them as well, if you don’t have a strong company culture that is ‘people-focused’ or ‘people first,’ you won’t be able to do that.”

Marcus Thomas in Cleveland has a variety of incentives to entice employees back to the office. Photos by David Petkiewicz, cleveland.com

NRP Group CEO David Heller plans to continue to offer flexibility, but believes it is “incumbent on me, as CEO, to figure out how we can effectively socialize and network in such a way we maintain our business standards.”

Union Home Mortgage CEO Bill Cosgrove believes employees who return to the office — whether full or part time — will advance faster up the corporate ladder.

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