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.

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.

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.

• 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.

• 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.

• 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."