Employer of Choice

About Employer of Choice

A limited podcast series discussing factors you should consider as you strive to be an employer of choice.

Publisher

Annex Wealth Management

Category

business

Language

en

Explicit

No

First episode

21 Feb 2025

Latest episode

21 Feb 2025

Latest episodes

6 episodes in the feed.

1. 

   21 Feb 2025

   Employer of Choice E6: Brand

   Host and Guests: Tom Parks, Director of Retirement Plan Services at Annex Wealth Management, is joined by Lori Malett and Eric Becher from Hatch Staffing to discuss being an employer of choice. Focus of Discussion: The episode focuses on brand as a key element of workplace culture and employer appeal. Defining Brand: Lori Malett: A brand attracts people due to the quality of work and reputation. Eric Becher: A brand is defined by what others say about you, not just your own perception. Importance of Brand: Brand plays a crucial role in attracting both clients and potential employees. Digital presence and online reviews significantly impact candidates' decisions to apply. Communicating Brand: Companies use different social media platforms to target specific audiences. Consistency and professionalism in social media presence are essential. Brand and Company Culture: The brand extends to the physical office environment and overall company culture. Investing in the office environment can enhance the brand perception. Leadership and Brand: Strong leadership and clear values are fundamental to maintaining a positive brand. Consistent communication and alignment with company values are crucial. Final Thoughts: Define who you are, what you do, and who you serve to establish a strong brand. Embrace feedback and continuously improve to maintain and enhance the brand.

2. 

   21 Feb 2025

   Employer of Choice: E5 Leadership

   Host and Guests: Tom Parks, Director of Retirement Plan Services at Annex Wealth Management, is joined by Lori Malett and Eric Becher from Hatch Staffing to discuss being an employer of choice. Focus of Discussion: The episode shifts to leadership within a company as a key element of workplace culture and employer appeal. Defining Leadership: Lori : A leader sets the vision, inspires people, and holds them accountable. Eric: Agrees with Lori; emphasizes vision, inspiration, and accountability. Tom: Simplifies leadership as having followers. Key Attributes of Leaders: Communication: Clear, consistent, and transparent communication is crucial. Self-Improvement: Leaders should seek feedback and continuously improve. Humility, Vision, Conviction, Empathy: Essential traits for effective leadership. Leadership Challenges: Hesitancy in leadership may indicate it's not the right role for someone. Natural leaders take initiative without waiting for a title. Leadership in Different Contexts: Leadership manifests differently across various organizational types (manufacturing, professional firms, retail). Importance of adapting leadership style to different employee needs. Maintaining Leadership Skills: Building strong relationships and rapport with team members. Being open to feedback and willing to adjust delivery style. Continuous improvement and debriefing to identify areas for enhancement. Leadership and Organizational Success: Leaders should genuinely care about their team members. Different leadership styles can be effective; key attributes remain important. Consistency in actions and following through on commitments build trust. Conclusion: Strong leadership is essential for becoming an employer of choice. Future discussions will focus on defining the brand and attracting clients and customers.

3. 

   21 Feb 2025

   Employer of Choice E4: Giving Back

   Host and Guests: Tom Parks, Director of Retirement Plan Services at Annex Wealth Management, is joined by Lori Malett and Eric Becher from Hatch Staffing to discuss being an employer of choice. Focus of Discussion: The episode shifts from previous topics (flexibility, compensation) to fostering a culture of giving back within a company as a key element of workplace culture and employer appeal. Importance of Giving Back: Tom views giving back as essential for a positive company culture, influencing other aspects like flexibility and compensation, and requiring deliberate intent to implement effectively. Trends in Corporate Giving: Lori notes companies are rallying around specific charities meaningful to their employees. Many offer paid volunteer hours as a benefit, encouraging community involvement and emphasizing collective responsibility for improving the local area. Team Dynamics: Tom suggests that working with colleagues uninterested in giving back could dampen workplace morale, implying it’s a marker of a collaborative, enjoyable team. Success Stories: Eric shares examples where Hatch Staffing rallied around employees facing personal challenges, strengthening team bonds and fostering a sense of purpose beyond material rewards. Generosity is described as contagious, amplifying its impact when supported company-wide. Deliberate Implementation: Tom and guests agree that fostering a giving culture requires proactive effort, not just assumption it will happen naturally. Annex Wealth Management, for example, has a charitable foundation, dedicated volunteer hours, and encourages involvement in personally meaningful causes. Practical Approaches: Companies can encourage involvement through small, authentic actions rather than grand gestures. Lori emphasizes aligning giving with employees’ passions, noting Hatch staff often volunteer without claiming hours when the cause is personal. Pitfalls to Avoid: Eric suggests using tools like Charity Navigator to vet charities, avoiding those that misuse funds and could harm the company’s reputation. Tom raises the risk of cynicism (e.g., perceptions of publicity stunts), but Lori counters that the community benefit outweighs such criticism. Guidelines: Avoid inauthenticity by focusing on employee-driven causes rather than arbitrary or highly publicized charities. Posting about efforts on social media is framed as raising awareness, not gloating, to engage others in the cause. Broader Impact: Lori ties giving back to regional thriving—strong businesses support better communities, education, and overall quality of life in southeastern Wisconsin. Even if some efforts are publicity-driven, the positive outcomes still matter. Final Thoughts: Education and listening to employees are key to embedding giving back into company culture. This component links to upcoming topics (leadership, brand), reinforcing sincerity as critical to being an employer of choice. Next Steps: The series will continue exploring leadership and brand as additional building blocks for employer appeal. Disclaimer: The podcast is for educational/entertainment purposes, provided by Annex Wealth Management LLC, and not intended as specific tax, legal, or investment advice. Listeners should consult qualified professionals for tailored advice.

4. 

   21 Feb 2025

   Employer of Choice E3: Wellness

   Introduction: Host: Tom Parks, Director of Retirement Plan Services at Annex Wealth Management. Guests: Lori Malett and Eric Becher from Hatch Staffing. Topic: Becoming an employer of choice with a focus on wellness. Wellness Overview: Wellness includes physical, psychological, emotional, and financial aspects. Financial wellness is highlighted as crucial, impacting other wellness areas. Health Wellness: Trends: Increased corporate wellness programs, especially in small to midsize companies. Initiatives: Step challenges, on-site gym amenities, flexible work hours for workouts, and competitive challenges. Incentives: Financial incentives from health insurance companies to reduce premium costs. Psychological and Emotional Wellness: Importance of company culture in promoting psychological and emotional wellness. Programs: Mental health resources, financial education, and lunch and learns. Financial Wellness: Financial wellness is essential for reducing stress and improving overall health. Education: Importance of educating employees about 401k savings and financial planning. Challenges: Addressing financial concerns of younger employees with student loan debt and high living costs. Employer Strategies: Regular engagement and education through various methods (in-person, webinars, postcards, YouTube videos). Importance of understanding employee needs and avoiding judgment. Utilizing existing resources from health insurers and wellness providers. Key Takeaways: Start small with wellness programs and create engagement. Use current resources and partner with experts. Make wellness programs fun and engaging to encourage participation. Conclusion: Emphasis on the importance of wellness in becoming an employer of choice. Encouragement to continue the discussion on leadership and brand in future episodes.

5. 

   21 Feb 2025

   Employer of Choice E2: Flexibility

   Host and Guests: Tom Parks, Director of Retirement Plan Services, is joined by Lori Malett and Eric Becher from Hatch Staffing to discuss workplace flexibility. The conversation moves from compensation (previous episode) to flexibility as a key factor in becoming an employer of choice. Varied Flexibility Needs: Different job types (e.g., office vs. manufacturing) require tailored flexibility approaches since some roles can’t easily step away from tasks. Post-Pandemic Changes: Lori highlights how flexibility has evolved since the pandemic, forcing employers to adapt work schedules. Manufacturing Flexibility Examples: Four-day work weeks, compressed schedules, or 7-days-on/7-days-off models to give employees more family time. Involves production planning teams to ensure fairness between office and floor staff. Balancing Flexibility Within a Company: Flexibility varies by role (office vs. production floor), which can create tension if not structured carefully. Eric emphasizes tying flexibility to results and metrics to avoid issues—design programs where employees meet goals to earn flexibility. Avoiding Entitlement: At Hatch Staffing (May 2022), flexibility was introduced with clear communication and expectations to prevent it from becoming an entitlement. Employers must work backward from required results to build flexibility that fits each role. Adjusting Post-Pandemic Oversights: Some employers overshot flexibility offerings and now need to adjust. Suggestions: consistent communication (not one-time), transparency in performance metrics, written flexible program guidelines, and quarterly team reviews to refine the approach. Personal Accommodations: Flexibility includes accommodating personal needs (e.g., dentist appointments, kids’ games) with a give-and-take approach—employees finish work later if needed. Moves away from rigid 8-to-6 schedules toward integrating work and life. Team Collaboration: In roles requiring presence (e.g., front desk, machine operation), teams must coordinate coverage. Manufacturing offers more schedule options (e.g., shift preferences) rather than spontaneous coverage. Flexibility as Non-Negotiable: Regardless of industry, flexibility is essential to being an employer of choice—it’s about how it’s implemented. Key Takeaways for Employers: Avoid traditionalist thinking; involve teams to brainstorm flexible options while prioritizing company goals. Have a clear, adaptable plan for flexibility tied to performance. Communicate consistently, repeating expectations to reinforce the approach. Tom’s Reflection: He values results over rigid schedules but realizes he may need to reinforce his flexibility mantra with his team regularly. Closing: The discussion emphasizes flexibility as a critical, adaptable perk to attract and retain talent, balanced with clear communication and results. Disclaimer: The podcast is for educational/entertainment purposes, provided by Annex Wealth Management LLC, and not intended as specific tax, legal, or investment advice.

6. 

   21 Feb 2025

   Employer of Choice E1: The Elephant In The Room: Compensation

   Introduction: Hosted by Tom Parks, Director of Retirement Plan Services at Annex Wealth Management. Guests: Eric Becher (21 years at Hatch Staffing) and Lori Malett (29 years in recruiting). Focus: A series exploring how employers can become an "employer of choice" through topics like flexibility, wellness, community, leadership, and brand. Compensation Overview: Compensation historically focused on salary but has evolved to include a "total rewards" package. Lori: Post-2022 salary spikes (10-30% increases), employees now prioritize the full package (benefits, etc.) over just cash, with this shift evident in 2023-2024. Candidates now demand benefits details upfront before interviewing, unlike past decades when benefits were discovered post-hire. Changing Dynamics: Tom: Compensation acts as a baseline "disqualifier" (e.g., too low = no interest) rather than the sole lure. Eric: Employees are savvier, researching market rates online and openly discussing salaries with peers—once taboo. Employers now include salary ranges in job postings, a shift from 10 years ago, though detailed salary talks still occur later in interviews. Industry and Demographic Variations: Lori: Manufacturing (big in Wisconsin) focuses more on hourly wages than benefits, unlike college graduates who seek the full package. Eric: Compensation priorities vary by industry and career stage, but market awareness is universal due to accessible data. Resources for Compensation Insight: Lori: AI tools like ChatGPT provide current, reliable salary data for both employers and employees—updated within six months. Eric: Employers share market rates with recruiters like Hatch, giving a broad view of competitive pay. Salary Range Flexibility: Lori: Ranges are firmer due to internal pay equity—new hires can’t out-earn existing staff to avoid turnover and morale issues. Placement within a range depends on experience, project scope, and added compensation like bonuses or commissions. Key Benefits Beyond Cash: Lori: Time off is the top benefit candidates seek, surpassing expectations of health or retirement perks. Eric: Salary becomes less critical if employers effectively showcase their brand and offerings early in the process. Employer of Choice Takeaways: Lori: Employers should calculate and present total compensation (salary + benefits) in interviews, collaborating with CFOs/controllers. Eric: Employees should be upfront about compensation needs early to align expectations and avoid late-stage mismatches. Lori: Leverage AI to ensure salaries align with market trends. Looking Ahead: Series will cover flexibility, wellness (financial and health), and community—interconnected with compensation themes like time off. Goal: Help employers stand out by holistically addressing employee needs beyond just pay. Closing: Guests emphasize proactive communication and market awareness for both employers and job seekers. Podcast aims to provide actionable insights for becoming an "employer of choice."

Podcast Authority Score: 17 / 100

A composite of feed quality, social presence, YouTube performance and engagement. Read the methodology.

Quality

34

Social presence

0

YouTube

0

Engagement

0

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Guest appearances

Books guests

Based on episode analysis; this does not confirm that the show is currently accepting guests.