Top Workplaces 2023

Illustration by JoAnne Coughlin Walsh, Advance Local

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EDITOR’S NOTE

Beyond the buzzwords, Top Workplaces depend on people

Laura Johnston ljohnston@cleveland.com

What makes a business the best? It’s not the buzzwords, or necessarily the benefits.

The thousands of Northeast Ohioans surveyed in our annual Top Workplaces program credit the people.

They like their co-workers. They feel supported by their managers. They believe in their company’s mission. They are encouraged to grow.

As one Huntington Bank employee puts it: “I thoroughly enjoy my co-workers and the customers. Every day that I come to work is always a joy. I also love learning new things and Huntington challenges me in ways I haven’t been challenged at other places of employment.”

On average, Americans work 1,750 hours a year. With all that time, we’re happier when we fell good about our jobs.

Cleveland.com and The Plain Dealer partner with Philadelphia-based Energage to rank the best places to work in 11 Northeast Ohio counties. These are banks and mortgage companies, insurance agencies and hospitals, real estate and law firms, schools and nonprofits, all lauded by their employees for being wonderful.

For 2023, 214 employers made the winners list. Energage surveyed 336 employers with 45,462 employee responses. Here’s how we broke down the winners:

› Top 9 Mega (of 9 participants with 1000 or more employees in the region)

› Top 10 Large (of 16 participants with 500-999 employees in the region)

› Top 63 Midsize (of 88 participants with 150-499 employees in the region)

› Top 132 Small (of 226 participants with 149 or fewer employees in the region) Find the full list and stories on the

top three winners in each of four categories in these pages and at cleveland.com/ top-workplaces. We reached out to the winning companies to learn their tactics and study the trends, especially in an uncertain business climate, with intimidating inflation and worries about a possible recession.

To help their employees, Northeast Ohio workplaces have all sorts of (excuse the buzzword) out-of-the-box ideas. Companies are listening to employee concerns and hosting financial literacy education classes. They’re providing counselors for employees and creating employee-resource groups. They’re offering free lunches, in-office fitness centers and Opening Day celebrations.

The goal: supporting employees, in whatever way they need.

Laura Johnston is the content director at cleveland.com and The Plain Dealer.

How

and Energage calculate Top Workplaces

Bob Helbig Energage

Great workplaces aren’t created by accident. They are built and nurtured. The Top Workplaces awards recognize the employers that do it well in the eyes of their employees.

The heart of the Top Workplaces award is the employee survey process. Energage administers a 24-question survey to employees, who are the sole deciders of whether a company culture merits recognition.

This is the 14th year cleveland.com and The Plain Dealer have partnered with Energage, an employee survey company based in Exton, Pennsylvania, to celebrate exceptional workplaces.

There is no cost to participate in Top Workplaces and no obligation to purchase any product or service. For 2023, 3,259 organizations were invited to survey their employees. Based on employee survey feedback, 214 earned recognition as Top Workplaces.

The award is open to any employer with 35 or more employees in Northeast Ohio. Survey results are valid only if 35% or more employees respond; employers with fewer than 85 employees have a higher response threshold, requiring responses from at least 30 employees.

Energage tabulates the survey results. Employers are grouped into small, midsize, and mega based on the number of employees in the region to best compare similar employee experiences. Employers earn Top Workplaces recognition if their aggregated employees feedback score exceeds national benchmarks. Energage has established those benchmarks based on feedback from more than 27 million employees over 17 years. They are ranked within those groups based on the strength of the survey feedback.

Why isn’t a particular company on the list? Perhaps it chose not to participate. Or, its employee survey feedback might have fallen below benchmark scores. Energage runs tests on survey feedback and in some cases may choose to disqualify organizations based on irregularities in survey feedback.

To participate in the 2024 Top Workplaces awards, or for more information, go to the nomination page at: cleveland.com/nominate

TOP WORKPLACES 2023

How do you remain a top employer in an uncertain economy? Listening, leaders say

Sean McDonnell smcdonnell@cleveland.com

Even at Northeast Ohio’s Top Workplaces, employees have reasons to worry. With talks of a recession, large layoffs and inflation — even the best employers are working to keep morale and spirits high — especially in uncertain times.

So how do Northeast Ohio’s Top Workplaces remain a great place for employees?

The most common answer is simple: communication.

“Listen, if a recession is coming, it’s not the first,” said Michael Gordon Jr., sales manager at Tendon Manufacturing. “It won’t be the last one we’ll go through as a company.”

The proof of that is in Tendon Manufacturing’s financial books, Gordon said, and the company is “wide open” about financials with its employees. He said the company is positioned to weather through tough times.

But showing them and being honest about where the company is at is what creates a calm atmosphere.

That trust between the employer and its employees is something Vitamix CEO Steve Laserson said he’s been working to build since he became the company’s CEO last June.

Laserson said it’s about two-way communication. Sometimes that means townhall style meetings. Other times, it’s listening sessions with just 15 or so employees.

It also means create new ways of getting out information, like announcements specifically designed for cell phones, because not every employee is in front of a computer.

Laserson said this listening helps Vitamix meet its goals, like investing in upward mobility for employees. It also helps address problems leaders weren’t aware of.

One thing that came up often was benefits, something he said Vitamix prides itself on. So, when employees offered feedback,

Laserson said this listening practice helped Vitamix quickly address needs.

So how do you create great communication? For CrossCountry Mortgage, part of their strategy is their new headquarters in

downtown Cleveland.

Chief Brand Officer Laura Soave said the company has great new meeting places, like a large atrium for serious and less-than-serious events.

Like Vitamix and Tendon, Soave said CrossCountry Mortgage is open to its employees. One example is CEO Ronald Leonhardt who has an open-door policy, she said.

But other things, like community service, fun games in the atrium and celebrations of things like the Guardians Opening Day are all part of it. Part of the goal is to keep people together and talking.

“A lot of that can be simple, but it goes a long way,” Soave said.

Really in tough times, company leaders say it comes down to giving employees support. Kayleen McDowell, of McDowell Real Estate, said many agents leave the business because they don’t get the support they need.

There’s lot of things they do to support employees, like monthly roundtables and making sure everyone they hire is a good fit. But her brokerage’s team environment is a huge part of getting through adversity, McDowell said.

“We lean on each other during those times,” McDowell said.

Because it’s our caregivers that make our culture stand out

At Progressive, work-life balance is a focus

Sean McDonnell smcdonnell@cleveland.com

In the world of college recruiting, where companies are trying to hire on college campuses, HR professional Uma Ricco said long workdays are common in the fall and the spring.

What’s less common is work-life balance. But when she emailed her boss at Progressive at the end of a long day and got back an email saying “take your time coming in tomorrow” she knew this employer was different.

“That made me feel like ‘OK, I really came here for the right reason,’ ” Ricco said. Ricco, who’s now senior human resources consultant for Progressive, said that focus on work-life balance and flexibility is a priority across the company. It’s likely part of why the Mayfield-based insurance company has been named a great place to work.

Progressive has been ranked as the No. 1 place to work among the mega employers in the 2023 Top Workplaces in Northeast Ohio list. In the 2023 Top Workplaces USA survey, it took seventh place among employers with more than 2,500 employees.

It employs about 12,000 people in Northeast Ohio, and 53,000 across the U.S.

Ricco became one of the employees eight years ago. She had a young child and was looking for an employer with more work-life balance, and that would support her being a parent.

At many companies, some managers are more easy-going than others. But at

Progressive, Ricco said flexibility is a topdown focus. Work-life balance means different things to different people, but Progressive tries to help all employees find what works for them.

One way Progressive does that is by creating employee-resource groups that work on company initiatives, like one that Ricco is a part of that focuses on employees who are parents.

It also means creating holding spaces, a newer initiative where Progressive brings in counselors after traumatic events in the news. With such a large organization, Ricco said a large event usually affects at least someone in the company. When something terrible happens, employees have a space to talk about them, she said.

Work-life balance also means creating spaces where people want to work. Progressive has fitness centers on campus, shops to get coffee and snacks, a full-service cafeteria and even an art collection among its amenities.

Everyone needs something different, Ricco said. But Progressive has a lot of different things so employees don’t feel just like a number, but like a person.

Brenda Cain bcain@cleveland.com

Huntington Bank Regional President

Sean Richardson has worked in the banking industry for 35 years – 13 of them at Huntington — and he will unabashedly tell you he believes Huntington is the “best place I have ever worked.”

Why? Richardson calls it the company’s “people-first focus.”

“We are the largest mortgage lender in the state of Ohio,” he said, with pride, “but more important than the business that we do, is ‘how’ we do that business. Our core purpose is how we look out for people –both internally and externally. We want to strengthen the community we serve, and that starts with empowering our colleagues.

“We are very purposeful in how we go about things, and we find that resonates both with our very experienced colleagues, as well as for our new, younger talent.”

Huntington Bank has been ranked as the No. 2 best place to work among the mega employers in the 2023 Top Workplaces in Northeast Ohio list. In the 2022 Top Workplaces USA survey, it ranked sixth place among employers with more than 2,500 employees.

Huntington Bank employs 1,044 people in Northeast Ohio, with an additional 19,786 across the U.S.

With more than 60 retail branches, and more than 1000 colleagues in Northeast Ohio, Richardson believes he needs to be present in every branch often to hear what his employees need to make their jobs easier – and to better serve their customers.

“When I walk into a branch, I go from being leadership to a listener,” he said. “My first question is always ‘what can I do to make it easier for you in how you serve your customers?’ Having me listen, and then act on their suggestions, develops

pride in where, and how, they work and that ultimately impacts our customers.”

But it is not just the work that happens behind the desks or counters in the branch offices that Richardson sees as impactful.

Going back to his “people-first” approach to business, Richardson has led the way in his “family, not a file” approach to mortgage lending.

With Cleveland ground zero for the 2008 mortgage crisis, the company has worked to create lower down payment mortgages, as well as a lower credit score thresholds to allow more people to qualify for a mortgage. But unlike the mortgages of the past, should a customer get into trouble, bankers will “work hard on

any consideration we can give to be sure we can keep people in their homes.”

“It is really simple. Homeowners take pride in where they live, and will want to work to make their neighborhood the best it can be,” he said. “It all comes back to strengthening the community.”

That approach to business is what drew Carrie Rosenfelt to Huntington Bank.

Her goal out of college was to “work in politics and change the world,” she explained with a laugh. “I never saw myself in the corporate world, much less the banking industry.”

Rosenfelt has worked at Huntington as a community lending director for the last 13 years. Previously she had worked for a

micro-lender in the non-profit sector doing low-interest loans for underserved entrepreneurs.

“I had worked with the folks from Huntington in my nonprofit career, and so, I knew of Huntington’s culture; I knew about their commitment to the community; but I needed to see if it was for real, are they really as committed to the community as they say they are,” Rosenfelt said. “And I found out the answer was yes.”

In 2021, Huntington committed $40 billion to the community across the bank’s footprint, Rosenfelt said. The bank committed $2 billion to minority-owned businesses and launched a program called LIFT Local Business. So far, they’ve lent $70 million.

“Every day I get to help women, minority and veteran-owned small business learn and access capital to grow their companies,” she said. “The whole idea of ‘looking out for people’ and ‘strengthening the community’ is just not just a slogan. It is a pretty unique approach to business, and they are no other local banks operating this way. That is why I am here and why I stay.”

But the “people first” approach isn’t reserved just for the bank’s customers. Richardson recognizes that his colleagues are people too. They offer standard benefits, as well as extra incentives, including those suggested by employees.

“There is little I enjoy more than celebrating our colleagues – the milestones of a career and those little day to day victories that come from doing a good job,” he said. “We’ve come to recognize that additional holidays and extra time to care for one’s family makes a difference in our colleague’s lives, and that ultimately goes back to our number one goal in all we do –putting people first.”

Progressive employs about 12,000 people in Northeast Ohio, and 53,000 across the United States. The Plain Dealer

Huntington National Bank offers its workers standard benefits, as well as extra incentives, including those suggested by employees. David Petkiewicz, cleveland.com

Medical Mutual ‘committed to the personal and professional growth’ of its employees

Yadi Rodriguez yrodriguez@cleveland.com

MEDICAL MUTUAL

President & CEO: Steve Glass

Address of local operation: 100 American Road, Cleveland, 44144

What the company does: Medical Mutual is a health insurance company that serves its customers with high-quality group and individual health insurance plans, and third-party administrative services to self-insured group customers. As a mutual company, we operate for the benefit of our members without needing to meet the demands of stockholders or Wall Street analysts. Instead, we focus on developing products and services that allow us to better serve our customers and the communities around us and help our members achieve their best possible health and quality of life.

Years in business: Founded in 1934

Why they won: When asked what makes Medical Mutual a top workplaces the response we received from Tom Dewey, Executive Vice President, Health Plan Operations and Chief People Officer was “Valuing our diverse backgrounds and strengths is at the core of our culture. We’re also committed to the personal and professional growth of our team members, with development opportunities as part of our annual goal-setting. We make open

MEGA EMPLOYERS

“Flexibility is not only allowed but expected. I also feel challenged and there are ample growth/development opportunities.”

— Progressive employee

“I always feel supported by my leaders and peers. I’m always encouraged to develop and strengthen my skills and to shoot for the moon.”

— Progressive employee

“I am heard! I get the opportunity to contribute to a larger goal. I am compensated well and feel like I have a great work/life balance.”

Progressive employee

“Huntington takes care of their colleagues. Huntington cares about their customers and the people in the community. I also appreciate the pay, the 401k, and the other benefits.”

Huntington National Bank employee

communication a priority through discussion opportunities across all levels of the organization — 90% of employees regularly engaging in surveys and other feedback sessions. We support our neighbors in the communities we serve through a variety of efforts: Team members have opportunities to volunteer, raise funds and donate time and resources to many organizations.”

Medical Mutual refers to their employees as “team members” which they contribute to the caring culture. The strong

culture, employee satisfaction and engagement is what’s key to keeping high levels of retention over the years. By offering as much flexibility as they can, they are able to address team members need for flexibility and work-life balance.Even though some employees are remote, they are included in events such as companywide picnic, town halls, and wellness fairs.

“We’re continuing to evolve as we incorporate new ways to bring remote and in-office workers together seamlessly. We’ve also adapted our companywide events for

“I can continue to learn and grow with the help of my manager. I feel like I truly am making a difference and helping my customers.”

Huntington National Bank employee

“I wake up every day and I don’t stress about coming to work. I thoroughly enjoy my co-workers and the customers. Every day that I come to work is always a joy. I also love learning new things and Huntington challenges me in ways I haven’t been challenged at other places of employment.”

— Huntington National Bank employee

“I am encouraged to continuously learn and grow. I feel I will never become stagnant with this organization.”

— Medical Mutual employee

“I believe without question that Medical Mutual provides the best overall value in health care options. MMO cares about its customers (groups and members) their employees and giving back to the community. It’s a triple whammy of goodness!!” — Medical Mutual employee

team members so that there are remote elements that include all workers.” says Dewey

Through surveys and polls they are able to get feedback from their team members to determine what’s important to them and make changes accordingly.

This can include benefit changes as well as education and training programs. A wellness program and Mutual appreciation program are some of the perks offered.

“Diversity, equity and inclusion are at the core of the Medical Mutual culture. We value the unique experiences and perspectives that each member of our diverse workforce brings. While our company is more racially diverse than the population of Ohio, there’s always room to improve. We’re committed to interviewing at least one racially diverse candidate and one female candidate when recruiting for leadership positions. We engage our team members with inclusion training and support several employee-led business resource groups.” says Dewey

This past year they saw a change in leadership with new President and CEO Steven Glass.

The transition was a smooth and successful one. The focus continues to be providing the best access to healthcare for all members.

Said one employee: “I’m able to use my expertise to make a positive impact on others. My team is very supportive and I’m able to balance my work and family life extremely well. Medical Mutual supports working remotely and they care about me as a person.

“I have the freedom to work at my own pace to meet deliverables. My team has excellent work/life balance, and supportive management.”

— Medical Mutual employee

“As a physician, the Cleveland Clinic offers a wide range of opportunities to grow and take on other roles besides seeing patients (leadership, research, education, etc.).”

— Cleveland Clinic employee

“Each day I know I can change lives with people who want to do the same. Our job isn’t easy and can be taxing, but getting it done and helping children and their families is a great reward.”

— Cleveland Clinic employee

“The environment created at SherwinWilliams is one that is dedicated to inclusion as well as driving the business.”

— Sherwin Williams employee

“I’ve been challenged and been able to grow for over 30 years. I get to mentor and coach so many team members. I see them flourish personally and for the company.”

— Sherwin Williams employee

Medical Mutual refers to its employees as “team members,” which it contributes to the caring culture. John Benson, Special to The Plain Dealer

TOP WORKPLACES 2023

LARGE EMPLOYERS

“I align with Schwab’s values (ethical), and I feel like I’m part of something big that is changing the industry for the better.”

— Charles Schwab & Co., Inc. employee

“I learn something almost every day, have the perfect work-home life balance and have the opportunity to exercise my brain.”

— Charles Schwab & Co., Inc. employee

“Charles Schwab not only provides wonderful culture and benefits, but the endless room for growth and flexibility make it the best company I have ever worked for. I feel very fortunate.”

— Charles Schwab & Co., Inc. employee

“There is so much room for growth and professional development is very encouraged. Life/work balance is always a top priority.”

— National Interstate Insurance Company employee

Charles Schwab’s client-first culture makes it a top firm

Sean McDonnell smcdonnell@cleveland.com

Every employee has a different reason for why they enjoy working for Charles Schwab. But once again, they’ve made it clear that it’s a top place to work.

A frequent company on cleveland. com’s annual list of Top Workplaces, Charles Schwab is ranked No. 1 among large companies for 2023 — the second year in a row in first place.

The investment management firm has about 700 employees in Northeast Ohio, and 33,000 across the U.S.

Kim Funderburg, managing director at Charles Schwab, said the company’s culture is often cited as a top reason that

employees come to Schwab.

That culture, she said, revolves around putting clients first.

Employees worry about making the best decisions for their clients, and that unites them around a common goal.

“Keeping clients’ needs at the heart of everything we do inspires employees to build client trust, provide high-quality service and instill confidence in managing their wealth to build their financial futures,” Funderburg said.

In the Top Workplaces survey, employees often listed their ability to put clients first as a reason to love working at Schwab.

But they also listed many other benefits, like working from home part of the

time, being able to work autonomously, being challenged each day, work-life balance and an ability to be heard by management.

Funderburg said the company tries to be inclusive and wants all employees to feel encouraged to share their opinions.

“Good ideas don’t just come from senior leaders, they come from all levels of our company,” she said.

Schwab also tries to be transparent with each worker. After each quarterly earnings call, Funderburg said the company has a forum where the chief financial officer can answer questions. Different business units in the company also regularly meet to address opportunities, challenges and hot topics.

“Training is wonderful, employees are outstanding, and communication is key. Upper management is easy going, knowledgeable and willing to help in all situations.”

CrossCountry Mortgage employee

“Lots of employers say they respect worklife balance or have generous benefits and low stress environments, but CCM lived up to and exceeded everything I ever heard about the company.”

— CrossCountry Mortgage employee

“I get to help people who need it most, and in the most fundamental ways. In doing so, I get to use my strengths to really make a difference in ways I didn’t think were possible when I accepted the job. We don’t get bogged down by senseless tasks and meaningless projects but get to work on the things that really matter to people.”

— Catholic Charities, Diocese of Cleveland employee

“I take pride in our products and industry. I enjoy working with my co-workers, and I enjoy working for a company that is growing, evolving, and so progressive in culture.”

Arhaus employee

“The work that I do makes a big impact with our clients and their tenants. I get to learn by coaching and teaching. My colleagues are supportive of each other. Leadership values hard work, collaboration, and is client centric.”

MRI Software employee

“I love my job because I get to make a quality product with people who have become family. We work hard but have fun. I think being a part of a family company that’s been around for 100 years and now has a new CEO that wants to make big changes has made my job even more positive.”

— Vitamix employee

Charles Schwab is ranked the No. 1 Top Workplace — in the large employer category — for the second year in a row.

David Petkiewicz, cleveland.com

‘Despite the growth, our real success comes from still maintaining that small company mentality.’

Brenda Cain bcain@cleveland.com

Despite the growth National Interstate Insurance has enjoyed over the last 22 years, Chief Operating Officer Shawn Los still believes it is important to “do things the old-fashioned way.”

When Los joined the commercial transportation insurer as an underwriting trainee in 2001, the company employed about 100 people and had a portfolio of $100 million. It operated on one floor of an office building nestled at the very back of a small business park along I-271 in Richfield.

Today, the corporate headquarters, still in that same location, consists of three state-of-the art buildings, housing nearly 800 employees, and boasts $1 billion in business. But it is still not a household name.

“And that’s OK with me,” Los said. “When most people think of insurance, they can readily name Progressive and Geico and All State. Unless they are in the trucking or construction or busing industries, I doubt there is anyone who thinks of National Interstate Insurance. We are a niche company that has evolved.

“Despite the growth, our real success comes from still maintaining that small company mentality. And, you know, we do still do a lot of things the same way we always did. I firmly believe it is that human touch that matters, no matter how much we grow.”

National Interstate Insurance is ranked as the No. 2 best place to work among the large employers in the 2023 Top Workplaces in Northeast Ohio list.

When a visitor walks through the door – or client calls in – they are greeted with a smile and a warm welcome from two receptionists, both of whom have been with the company for more than a decade.

“I firmly believe visitors want to see a human when they walk through the

door, rather than buzz and have to speak through a box. I think it is important that when you call on the phone, you get a person on the other end, not a ‘push 5 for X.’ If you don’t feel warmth and see a smile when you walk through the door or call on the phone, then we have a problem,” Los said.

But it is more than how a client perceives that “personal touch” that matters to Los.

“We have plenty of celebrations here –marking employee milestones and promotions – just like other businesses, but we also try to celebrate those parts of our employees’ lives that happen outside of the office,” Los explained.

While many corporations have dropped company picnics or holiday celebrations, Los still believes they are a “big deal” and need to remain a part of his company’s culture.

Summer celebrations for the whole family involve taking over the entire campus –parking lots and grassy areas – with plenty of entertainment options for the kids, food and opportunities for relaxed conversation for the adults. Holiday parties happen in January because Los’ opinion is that families should be together for the holiday season, and he doesn’t want to add “one more thing” to an already busy time.

“Truthfully, and I know this sounds corny, but the people I work with have become like my second family. I just I love the people I work with,” Julie McGraw gushed.

“They’re just the best people I’ve ever worked with, and I’ve worked with some pretty great people in other jobs, but there’s just something about the camaraderie here.

McGraw has been with National Inter-

state for 17 years. “We have each other’s back. It’s not like we don’t argue every day, because we do. And that’s what family does, right? But I just know that they’ve got my back and I’ve got theirs. I knew within six months when I started — and I took my first vacation — and I missed the people I work with. I genuinely missed the people. That’s how I knew I was in the right spot. And I have never wanted to look elsewhere.”

During the year, all the employees come together for monthly meetings, to get updated on the business side of things, but to also have the opportunity to bring new ideas or get their concerns before upper management.

“The goal is to get everyone’s voices heard. We want to hear what’s meaningful to them, what matters, because, you know, they’re the ones driving this ship on a daily basis and are really, whether we succeed or we don’t succeed with our objectives is tied to the people, the entire team,” he said.

That tenant resonated with Olivia Gilbert, who came to Interstate right out of John Carroll University two years ago as part of the company’s ‘Ignitor’ program.

“One of the best parts about starting a career at National Interstate is that you really do get to build your own path and go in any direction you choose – and you know that you have the support of management and your team,” she said. “I knew, coming in, that I wanted to work in business development and so I was really vocal about that. I did my best to get myself in front of opportunities whenever I could.

If I said I wanted to pursue a project, they said ‘absolutely,’ and found a way to support me in that journey.”

“That’s our differentiator, that we have engaged and passionate people here,” said Los. “We can hire a lot of smart people. We can teach them insurance. But if they are not passionate and engaged in what they do, I don’t think we’d be as successful as we are. Obviously, we want to achieve our objectives, but that is not what gets people excited every morning to come in and do the best job they can do. And that filters down to our customers, our outside vendors and all the people that we work with.

“Other COOs talk about the ‘culture,’ but I firmly believe it is the people that sets us apart.”

National Interstate Insurance has grown from 100 employees in 2001 to nearly 800 at its corporate HQ in Richfield. David Petkiewicz, cleveland.com

Cliff Pinckard cpinckard@cleveland.com

The commute to work is changing.

Most people still get into their cars, onto a bus or a train in the morning to get to their jobs. But an increasing number of people take just a few steps from their kitchen and begin the work day.

It’s yet another way companies adapted during the COVID-19 pandemic. And while the pandemic has waned, companies continue to adjust as more workers prefer to do their jobs from home. But not all companies were caught completely off-guard.

“Prior to the pandemic, we were a company that offered two remote days per week and three in-office days, plus flex time,” said Joe Soltis, CEO of Choice Local, a digital marketing company based in Westlake that finished at No. 42 among small businesses for Top Workplaces 2023. “This was considered very innovative at the time and cutting-edge. Now, it’s not. In our industry, that would be considered pretty normal.”

Soltis said Choice Local had its best year in company history when 100% of its employees worked from home during the pandemic. Now, 95% choose to continue working from home, he said.

“After the pandemic, we surveyed our

teammates and they said they loved the freedom and wanted to keep our 100% work from home option, which we did,” Soltis said. “That is why we now offer the option to work from home full-time if someone wants to and most of our team chooses to do that. This is now considered innovative and cutting-edge and we receive great feedback on it from our teammates, and we are yet again having our best year ever in terms of growth, revenue, profit, teammate satisfaction and most metrics in our business.”

Choice Local is part of a growing trend in Ohio. As of 2021, 14.8% of Ohioans were working from home, according to the latest estimates from the Census Bureau. This is more than triple the rate of Ohioans who worked from home before the pandemic in 2019, at 4.6%.

Jessica Jung, president of Oswald Cos., an independent insurance brokerage firm based in Cleveland, said the company has adopted a hybrid work environment for its employees, who are required to come into the office two days per week. Oswald placed No. 23 among medium-sized companies.

“Before the pandemic, we worked in the office every weekday,” Jung said. “Upon

returning after the shutdown, we switched to a hybrid schedule because our employee-owners wanted greater work-life balance. A hybrid schedule offers that flexibility.”

Despite the growing popularity of working from home, Jung said many the company’s younger workers still come to the office more than the required two days, saying they want “mentorship and development opportunities offered by in-person contact with more-seasoned colleagues.”

“We’re also creating ways for them to get engaged in the office and returning to many of the programs that made the office fun, such as free lunch celebrations and fundraising activities,” Jung said. ‘Our goal is to provide a culture where everyone is thriving at the individual and team level.”

MIM Software, a medical software company based in Beachwood that placed No. 40 among midsize companies, also offers a hybrid work schedule, said Ashley Baucco, vice president of people operations. Workers are required to come to the office one to three days per week, depending on their responsibilities.

“Pre-pandemic, MIM Software was fully in-office (with a few employees working

remotely),” Baucco said. “We’ve adapted well, and employees appreciate the flexibility and work-life balance that comes with a hybrid model.”

More workers have returned to MIM offices since the end of the pandemic, Baucco said. She said less than 10% of its employees work remotely full-time.

“MIM supports a hybrid work environment,” she said. “We believe that it is balance and flexibility that allows our employees to perform their best at work and at home. Rather than a companywide policy, each team is able to decide their hybrid schedule and in-office requirements based on the specific job responsibilities.”

At Revenue Group in Cleveland, more than 90% of its employees work from home, and payroll specialist Jen Garner doesn’t expect that to change. She says most of the people hired by Revenue Group, which is ranked No. 42 among midsize companies, work from home.

“Employees are encouraged to do what works for them,” Garner said. “If they live in the Cleveland area and they have no means to work from home, then we allow them to work in the office. We have approximately 20 employees who do so each week.”

Both Jung and Soltis say employees working from home is not a passing trend.

“Our hybrid, flexible work environment is here to stay,” Jung said. “The pandemic was a great exercise in what it takes to achieve true work-life balance. It challenged us to take a more holistic look at our employee-owners’ needs and wants. Our culture has certainly changed for the better already and we’re willing to do what it takes to continue thriving.”

Soltis also sees positives from the changes from the past few years.

“We have begun to become known as a great place to work, with great teammates, who work hard and accomplish a ton, while at the same time enabling our teammates to prioritize family and their nonwork life as well as their career,” he said. “As a result, we are attracting more and more high achievers who see our five days work-from-home option as a big differentiator for themselves and their family.”

TOP WORKPLACES 2023

How to manage the return of ‘boomerang’ employees

Bob Helbig Energage

You’ve heard about the Great Resignation. But what about the Great Regret? Sometimes employees who leave their jobs wish they had not. It can pave the way for a former employee to return. Workers and human resources leaders need to have their eyes wide open when it comes to reuniting.

Perhaps your organization felt the impact of the Great Resignation. For many, the pandemic was exhausting, anxiety-provoking, and many employees just needed a psychological reset. This prompted a wave of people leaving their jobs starting in the last half of 2021.

“A new employment opportunity represented a chance for a fresh start where they could shed the burnout conditions they were feeling at their current employer,” said Greg Barnett, chief people scientist at Energage. “But the grass isn’t always greener on the other side. As the honeymoon period ended, employees found themselves with an entirely new set of stress, pressure, and challenges.”

When people change jobs, they are forced to adapt to new stressors without the comforts or safety nets they had grown accustomed to at their old organizations, such as friendships and good

‘I LOVE MY JOB BECAUSE ...’

MIDSIZE EMPLOYERS

“I love my job because it has everything anyone would want! Kindness, flexibility, fair compensation and room to grow.”

— McDowell Real Estate employee

“I made the move to McDowell a little over a year ago, it has been the best decision for my career and my personal growth. I have never been with a company that encourages me and listens to my ideas and suggestions as much as this company. This has been my best year in my business, and I believe it has everything to do with the support I have received here.”

— McDowell Real Estate employee

“I am empowered to make recommendations and give my opinion when working with my superiors. I have also been given more responsibility. I am trusted to do my job and collaborate with others.”

— SPR Therapeutics employee

“My job makes a huge impact on the lives of others. Management/ownership is superb.... caring, appreciative and regularly show that they value each individual. High morale workplace. Very well-balanced job and great co-workers.”

— Home Instead CLE employee

“I am encouraged to excel and do my best. Firm management here is very motivating and wants me to do well and encourages me to do my best. Since Tucker Ellis is such a positive environment, that motivates me to excel and grow in my position and continue to want to learn new things.”

– Tucker Ellis LLP employee

“I feel appreciated, and I can make a difference. People are interested in my ideas and suggestions, and it is very rewarding. Reaching goals is exciting! We have an awesome team of people who work well together, accomplish great things, truly cares about each other, and has fun.”

— CGI employee

“I get to teach young men in the classroom and coach them on the field. Both positions provide me with opportunities to truly make a difference in the lives of young men and their intellectual and emotional development. As a result, working at Saint Ignatius gives me great joy, and a sense of fulfillment that I do not believe would exist in most places that I would teach and coach.”

Saint Ignatius High School employee

“My talents are used for their full capabilities and used in a way to help this company grow. I have been able to help others in their careers and helped to boost morale and confidence.”

— Great Lakes Brewing Co. employee

“I feel I make a difference in the world every day! Especially in the current environment where so many people have either dropped out of the work force or are not working hard. I feel my contribution is really needed and valuable.”

— Jewish Family Service Association of Cleveland employee

“I feel valued and appreciated and everyone is treated as a professional. I also love the remote work culture.” — Kichler Lighting employee

manager relationships, Barnett said.

Additionally, many employees feel regret because they changed jobs to make more money.

But as Energage research has shown for years, pay and benefits are typically among the lowest-ranking factors when employees are asked what matters the most to them in terms of their engagement in their work. Direction, leadership, a sense of purpose and a feeling of appreciation all factor higher when it comes to

giving extra discretionary effort on the job.

The ego boost from earning a bigger paycheck can become part of the regret, too. Employees can find themselves wearing “golden handcuffs,” Barnett said. “They were making more money but doing something that they didn’t enjoy,” he said. “And escaping the situation meant risking the new compensation levels they’d become accustomed to. While the extra pay can help with some of the bad feelings, over the long haul, being stuck in a bad situation takes a bigger toll.”

The Great Resignation had a silver lining. Companies severely impacted by talent shortages became more aggressive about retaining employees. That meant changes in compensation, a focus on internal promotions, and other moves intended to keep the very best talent.

When it comes to rehiring former employees, human resources leaders should consider some benefits of boomerang employees:

› They can get back up to speed much faster than new employees. On day one, these employees already understand the business, the culture, and the people. They know how things get done and whom they should talk with.

› They’ve had an opportunity to experience another culture. In coming back, they know what they are getting into. Rarely will an employee return somewhere in a bad culture fit. They might even value certain nuances of the culture more than they did before.

› Organizations know who they are getting; they know boomerang employees’ strengths and weaknesses on day one. This creates less risk while affording the opportunity to better deploy their talents.

Barnett said It’s especially important for HR leaders to understand the real reasons a person left their company and to address those before rehiring. While compensation is often the most obvious issue, other reasons may have contributed to disengagement.

Be straightforward with employees about how their return could be different and better. Find a way to make their return better, whether it be different work, more growth and development, or career advancement opportunities.

Bob Helbig is media partnerships director at Energage, a Philadelphia-based employee survey firm. Energage is the survey partner for Top Workplaces.

McDowell Real Estate’s successful team approach is a validation of collaboration

Sean McDonnell smcdonnell@cleveland.com

Life as a real estate agent can be fastpaced and highly competitive, Kayleen McDowell said. It doesn’t usually rely on teamwork.

Because agents usually work on their own, and often compete, there isn’t a lot of collaboration, she said. Her and three other agents wanted more of a culture and a better team environment, which led to them to start a team in 2012.

Apparently, many other agents wanted the same thing. Her and her business partner Chaz McDowell started their own brokerage in 2015, and today, McDowell Real Estate is 165-people strong — and expanding.

“We thought that we were going to stay small, and little did we know that other agents were looking for the same thing,” Kayleen McDowell said.

McDowell Real Estate is a boutique real estate brokerage headquartered in Mentor. It employs about 165 people and is ranked No. 1 among midsized companies on cleveland.com’s Top Workplaces list in 2023.

The brokerage recently started a team of agents in Florida and plans to expand to Pennsylvania later this year. Even though the brokerage has grown tremendously, McDowell said they still work to keep the tight-knit, team atmosphere.

McDowell Real Estate now has 30 teams of agents. And while each team is independent, they don’t compete, and they all work with the same support staff at the brokerage.

Becoming an agent at McDowell Real Estate isn’t easy. At first, hiring was a unanimous decision — which means 10

or 15 other agents had to say yes before you got in.

Now that they’re much larger, new hires don’t need to get a yes from every single team member. But McDowell said she still says no much more than she says yes.

She says she wants to maintain a great work environment. That means only hiring the right people, and occasionally letting go of the wrong people.

“Sometimes when you have a cancer it spreads pretty quickly,” McDowell said.

“If you do not maintain a positive and

What sets us apart is what we achieve together.

humble attitude than you’re just not the right fit here.”

McDowell said the company does a lot to support agents, whether it is a state-ofthe-art software system or a great staff that can help facilitate transactions.

Each team sells as a team, splitting commissions with each other.

A big thing, especially when agents don’t compete with each other, is having enough business to go around. But McDowell Real Estate gets about 1,500 leads a month, McDowell said.

The company also has a roundta -

ble each month to talk about the business, the brokerages policies and what’s happening in the market. All of McDowell Real Estate’s rules were written by its agents, making it different than other brokerages, McDowell said.

McDowell Real Estate now has five physical offices in Northeast Ohio, with teams operating out of each one. The company has also started a commercial real estate division and a property management company, which works with real estate investors and helps them manage their properties.

Even with high interest rates on mortgages, the housing market is hot, McDowell said. One out of every three homes get multiple offers, and there are many more buyers than sellers.

A home is often the largest purchase or sale in a person’s life. McDowell said it’s important to have an adviser you can trust, which is what the company’s agents strive to be for their clients.

McDowell Real Estate’s rules were written by its agents, making it different than other brokerages, according to Kayleen McDowell. Photos by David Petkiewicz, cleveland.com

“There is a family atmosphere in the office anytime I am there. All the tools needed to be a successful Realtor are at our fingertips. The support is unmatched from any other broker I’ve worked for or heard about.”

McDowell Real Estate employee

McDowell Real Estate is a boutique real estate brokerage headquartered in Mentor with about 165 employees.

SPR Therapeutics’ female executives providing role models for women in STEM

Brenda Cain bcain@cleveland.com

If there is a hallmark at SPR Therapeutics, it would be “girl power.”

More than 50 percent of the company’s 220-person workforce at this small medical device firm is female, beginning with its founder and Chief Executive officer, Maria Bennett.

When Bennett studied manufacturing engineering at Miami University, she was one of only three women in the program. She was one of only three women in her Biomedical Engineering graduate program at Case Western Reserve University as well. Now at 50, and at the helm of a medical device developer, she remains in the minority.

“I’m the only female on our board. As I go to conferences and meet with other CEOs, I’m still the minority for CEOs in MedTech,” she explained. “I’m hoping with the trend that we’re seeing now with so many females in the STEM field, especially in higher education now — and folks that we even hired — that there’s a path, a clear path, for more of them in leadership.”

SPR Therapeutics provides patients with a drug-free, surgery-free option for chronic pain, using peripheral nerve stimulation. To date they have treated 17,500 patients.

SPR Therapeutics is ranked as the No. 2 best place to work among the mid-sized employers in the 2023 Top Workplaces in Northeast Ohio list. This is the second year it has appeared on the list.

Bennett serves on Miami University’s External Advisory Committee, mentoring, and hoping to raise awareness about what females are able to accomplish in the STEM industry.

“They just need to see a path that has already been trod by someone who looks like them, that is already doing a job in the field,” Bennett said. “I’m hoping with the trend that we’re seeing now — with so many women in STEM fields — that there is a clearer path for them to follow into leadership.”

Bennett has set a strong example.

“A lot of times when I talk about SPR, I lead with two things: We are Cleveland-based, and our founder and CEO is a woman, that is amazing to me,” said Jac-

que Linger, the director of sales training and patient support. “I’ve seen women in other roles of leadership like hers, where

I have felt they have to compensate for being in a male-dominated industry. Her style is really welcoming and refreshing, and because she sets that standard, it allows for a pathway for other women to fill leadership roles here.

Linger’s entire department is female.

“The opportunities are here. And we have more women in leadership as the years go on too, with Kathryn (Stager) as a vice president, and Michelle McDonald as vice president of marketing; the women in our leadership has even grown since I’ve been here. It’s been really cool to see.”

The company has grown exponentially, said Julie Sotka, the director of human resources, most of the growth has come over the last three years.

“In 2017, we had about 15 people. Well, and I started as a consultant. They just needed some real basic helping, you know, recruit. And today we have 225 people, many of them female,” Sotka said.

“Many of my executives and my leadership team started with us eight or ten years ago and have advanced through multiple different positions within the organization. We really pride ourselves on developing that talent and ensuring that they have an opportunity to grow here and to contribute to our success.

“To go from research and development, all the way to commercialization in such a short period of time — and to be able to compete with the big companies in the industry — you have to have a solid, dedicated and passionate team, which is what we have,” she said. “Our culture is built around a philosophy of empowerment. We hire people that are better than us and we want them to bring their experiences to the table to, effectively, make us more efficient and more productive.

Said Bennett: “I’m really excited to see that we continue to attract the best of the best, and if they are females, even better.”

More than 50 percent of SPR Therapeutics’ 220-person workforce is female. Photos by David Petkiewicz, cleveland.com

Maria Bennett is the president, CEO and founder of SPR Therapeutics.

Brenda Cain bcain@cleveland.com

Heading back to work after two — or three — years of working at your dining room table has been a real struggle for some folks, as they try to figure out the new professional catch phrase of the post-COVID world: “Bring your whole self to work.”

What exactly does it even mean?

According to TED Talker, and corporate consultant, Mike Robbins, author of a book called — wait for it — “Bring Your Whole Self to Work,” it means being able “to fully show up” and “allow ourselves to be truly seen” in the workplace. And that it’s “essential” to create a work environment “where people feel safe enough to bring all of who they are to work.”

In today’s workplace, it’s not enough to just show up, keep your head down and do your job — but to do so with personality flaws, vulnerabilities, idiosyncrasies, and all.

Big business embraced the “whole self” approach when it came time to return to the office. It has become a catch phrase at Google and encouraged at Experian. The Harvard Business Review even devoted an entire issue to the subject touting that more authentic workplaces are more ethical.

In light of that, the call to return to the office has struck fear in the hearts of many office workers facing the realization that many of us inadvertently shared a whole lot more of ourselves than we ever intended to during the time away — partners, the occasional toddler or pet in the background of Zoom meetings, that weird wallpaper in the kitchen.

Not all of us are comfortable having our co-workers know so much about us.

An 2022 academic paper out of Wharton noted, “There’s a tension that people have between this exhortation to bring your whole self to work, to connect, to be a part of things, but also to keep a separation between your personal and your professional life.”

Still feeling uncomfortable with the prospect of a more open and vulnerable workplace?

Dawn Potter, a psychologist at the Cleveland Clinic says the long separation brought on by the pandemic can conjure unfounded fears.

“Try not to look at this change as a negative, but rather what you can gain from it,” said Potter. “There is something intangible about going to the office and leaning in to sharing a part of yourself with your co-workers once we have been separated for such a long time.”

“Humans are fearful of casual acquaintances knowing too much because they are ‘casual,’ and we are fearful of being judged. But think back to those times when we could stop by a co-worker’s office to have a conversation,” Potter said. “Many times — once the business was done — those conversations would become more personal. We weren’t fearful then, because we saw one another most every day. There was a level of connection and camaraderie that allowed us to share, yet still keep a level of professionalism so as to not share too much.”

“Company culture” has become another catch phrase bosses use when trying to lure reluctant workers back to the office.

“There are benefits to in-person work environments that cannot be replicated in remote situations — you are more likely to

feel a healthy connection to the company and your co-workers,” Potter said. “The more a workplace provides opportunities for informal communications – meetings with less structured agendas, not totally focused on the project at hand, or just workplace socials — the more employees are likely to bond.”

But opportunities to collaborate face to face are not the only benefit of heading back to the office. Potter said employees who return to the office also gain a separation between their personal and professional lives that allow them to “leave work at work,” a benefit they don’t get when they work from their living room.

In addition, there is a sense of professionalism that creeps into our psyche when we have to dress for the office.

“Let’s face it, when we worked from home, we all did so in sweats and yoga pants, which is cool because they are super-comfortable. But you feel differently when you dress for the office. It puts you in the zone that ‘I am doing my work now and I need to take on a different character,’ verses when you were at home and everything blended together.”

And then there are those workers who are dragging their feet on a return to the 40-hour week in the office because they

have gotten use to the safety — and dare we say — “quiet” of working from home.

“As for all the distractions that might cause angst, or resentment, for some of your co-workers at the in-person workplace, set boundaries,” Potter said. “Is there room to advocate for noise-cancelling headphones or spaces where people can go to have more private conversations or a quiet place to work to lessen distraction?

“And for those folks who just plain resent having to come back to work, empathize first,” she counseled.

“Most people don’t want to hear ‘deal with it.’ That just causes more resentment. But don’t feel you need to solve their problems either. Do make suggestions that might move them towards problem-solving for themselves.”

Potter suggests “taking the long view and getting involved with committees that could affect change things for the better. It may not change priorities right away, but at least you will feel like you are doing something positive.”

And when all else fails, Potter says having the hard conversation may be the only option. “Say something like ‘I don’t like it either, but we can’t change it, so we’ll have to accept it for look for new jobs.’ ”

In today’s workplace, it’s not enough to just show up, keep your head down and do your job — but to do so with personality flaws, vulnerabilities, idiosyncrasies, and all. Shutterstock

Yadi Rodriguez yrodriguez@cleveland.com

HOME INSTEAD CLE

General Manager: Margie Orth

Address of local operation:

7650 First Place Building B, Suite H, Oakwood Village, 44146

What the company does: Home Instead is an in-home senior care organization with a reputation steeped in its rich history, culture, and compassion driven by a spiritual motivation to create a nurturing and secure environment for our clients, Care Pros and all whose lives we touch.

Years in business: Founded in 1995

Why they won: When asked what makes them a top workplace, General Manager Margie Orth said: “I would say our core values. Some people lead with values but don’t have accountability or metrics. Some people lead only with numbers to make decisions, but you have to have both. But core values at the end of the day ‘we honor God in all we do,’ which means that we do the right thing by humankind. You make that right decision based on being in front of another person.”

Home Instead offers non-medical in-home care. In-home can be in a variety of locations including a nursing home, assisted living, wherever the patient is residing at the time they need care. There are three locations in Northeast Ohio and more than 300 staff in the field. They offer 24/7 care.

Walking through the office, you notice positive affirmations everywhere you go, including the restroom. They have employee paintings lining the training room as well as a break room that has snacks and refreshments.

What stands out from their competitors: “We have a learning and development department and that’s what creates that constant culture and interaction of developing and it increases our retention. Anytime someone puts time and effort in you, you have to feel better.”

Some of the training includes making a bed, fixing breakfast, and basic household chores.

The company designed a free monthly wellness program for employees, including financial aid, self-defense, healthy cooking — anything asked in surveys or questions.

“Anything that they say, ‘Wow, we are really struggling with diabetes ourselves, not just our clients. What can we do? Or we’re really struggling in buying a house, can you bring someone in to talk?’ So, we whatever it is that we can help them with personally is the best for us, we do whatever we can to help,” said Orth.

Retention has not been a huge problem for Home Instead, per Orth. “The turnover rate in our industry is 90% turnover. We are super excited. We are one of the highest Home Instead franchises. Our retention rate for over 90 days is 94%, and for

anyone hired in their first 90 days we are at a 77% retention, which is nowadays very unheard of. Again, we say, ‘If we can just lay eyes on you, and you can come in you’ll get the feeling of who we are and we’ll just keep investing in you.’ A huge selling point is we are flexible because we are 24/7. You pick how many hours you want, what city, how far do you want to travel?

“Not every home health care company can afford to have the quality that they want. If you put the money back into your employees, back into that care you aren’t going to waste the money in other areas.”

Home Instead is looking forward to a lot more family educational events. They are excited to be getting back in the community. People are attending more events which means that they are able to be out

more talking to people and reaching those who need care and may not know they have options because everyone deserves to know what’s out there.

“We celebrate our differences. We teach our employees how to talk about their culture and also reciprocate learning about the home that they are going into.

“In hiring we welcome everyone who leads with our core values of kindness and compassion.”

Said one employee: “I love helping people. My education is in social work and I’m able to utilize those skills in my role as a caregiver. Home Instead provides the education, flexibility and support needed to be a caring, well informed, and professional caregiver.”

Zachary Smith zsmith@cleveland.com

Each year, cleveland.com and The Plain Dealer honor companies, nonprofits, schools and organizations in their Top Workplace rankings. Often, companies make the list year each year, but rarely in the same spot as they did the year before.

So, among the company-size categories based on employment, which showed the most improvement within their category?

We broke down the list and read what employees say make their company a top workplace. Some comments are edited for brevity.

MEGA EMPLOYERS

This year, for the first time, we broke the large category into two — mega and large. The mega workplaces account for the top nine participants with 1,000 or more employees in the region.

Among those in the new largest category, those making the biggest jump from their rankings in the previous large category were Southwest General Health Center, JACK Entertainment and Medical Mutual.

Southwest General Health Center:

Improved 12 spots

2023 Rank: Mega, 6

2022 Rank: Large, 18

What employees are saying

“I am able to treat patients like they’re community members and people, not the “3rd case” of the day like at the bigger hospitals. I love the community hospital feel and the friendly atmosphere that goes with it. We have treated multiple people within the same family that comes to us on a recommendation because their family felt so safe and respected here. I love that we can provide that.”

“I am part of a team that assures that we use only evidence-based treatments for cancer patients and that plans are built correctly and safely within the electronic medical record. I feel that I am important to the organization.”

“I feel like I really have an impact on the way things are done here. I’ve always felt like there are options to develop and grow within the organization and no one needs to feel unhappy where they are at currently. There are options within the Health Center branches to try something new!”

JACK Entertainment: 11 spots

2023 Rank: Mega, 9

2022 Rank: Large, 20

What employees are saying

“This is the first job I have had that I actually enjoyed. Managers and leadership treat you as an equal and talk to you

and not at you. They respect you and your views/opinions no matter what level or department you are in. In the short while I have been employed here, I have felt the loyalty, helpfulness and respect that I have been searching for in a career.”

“My coaches and managers are always willing to help in any way they can. Whether I need assistance with something on the job, flexibility with my schedule for personal reasons, or guest concerns - they are always quick to respond and willing to help! From an employee perspective, knowing I can turn to my supervisors if I am in need and knowing I can depend on them to genuinely help me out is HUGE!!”

“I see the potential to grow my career with JACK. Also, they encourage us to grow and move up to different departments within JACK.”

Medical Mutual: 10 spots

2023 Rank: Mega, 3

2022 Rank: Large, 13

What employees are saying

“I am able to work with a great bunch of people. I get to work from home full-time. I love the discounts and bonus checks we get from participating with Mutual Appreciation.”

“I feel I work for a company that cares about their employees and members. I always say I love my job. It was the greatest decision to work here. All my coworkers are amazing, and everyone wants to help in every way they possibly can. That growth is encouraged.”

“My boss listens to my concerns and cares about them. She listens to my experiences and takes them seriously. I feel that my coworkers and I are all working towards a common goal, not competing against each other.”

Shown above are the companies making the biggest jump in the new “mega” category. Changes for “large” companies are not shown because so many of the companies formerly in that category are no longer included.

MIDSIZE EMPLOYERS

Twenty companies in the midsize category increased their ranking from 2022. However, only three did so by 20 spots or more.

Westfield Bank: 32 spots

2023 Rank: 16

2022 Rank: 48

What employees are saying

“This place is blessed with a lot of dedicated, hard-working people who don’t

really care who gets the credit as long as the work gets done. That work often gets done on time, on budget, and with excellence. We all win.”

“I have a manager that supports every one of their team members in a positive way. They let each of us do what we do best and will provide any support they request. They already believe they have the best and most professional team in place and would only encourage its growth.”

“I thrive when I am accountable to myself, and I have the best manager I have ever worked for in my 35-year banking career. He fights for what is best for me as an individual and will always put his team above himself. That gives me the confidence that I need to get the job done. I know I will be backed and supported even if I make a mistake. That is empowering.”

Ulmer & Berne: 21 spots

2023 Rank: 30 2022 Rank: 51

What employees are saying

“I have the support and encouragement to spend time learning my narrow legal specialty. I work hard and am learning a ton, but my job is not all-consuming, and I do have time for life outside the firm. I appreciate how diverse the attorneys are and how people with different backgrounds and viewpoints are supported.”

“I have all the tools necessary to be successful. It is a comfortable environment. I feel safe here.”

“I have the flexibility to continue in those areas of special expertise, and they do not hesitate to support me when I learn new legal areas or topics that can help our clients.”

University School: 20 spots

2023 Rank: 38 2022 Rank: 58

What employees are saying “I can do what’s best for my students without a lot of red tape; if suggestions are made to improve anything about the school, if they make sense, these suggestions are immediately implemented. Directors are open to change and new ideas and take stakeholders’ opinions seriously. Directors also want to get input from all levels of faculty and staff to ensure that decisions that will affect the building as a whole have been considered from multiple points of view.”

“The school takes its mission of every student being ‘known and loved’ very seriously. I have ample time and resources to know my students and give them as much

attention as they need. Colleagues are positive, hard-working and supportive. Students are respectful and appreciative.”

“Everyone works well together, for the most part, towards common goals. People are SO supportive of each other and that is not true at many other schools.”

SMALL EMPLOYERS

Forty-eight companies in the small category increased their ranking from 2022. However, only four did so by 60 spots or more.

C & S Associates: 87 spots

2023 Rank: 41

2022 Rank: 128

What employees are saying

“I don’t feel pressured to understand everything that is taught to me in one day. I am able to ask questions without being made to feel like they are a waste of time. I am constantly learning something new.”

“I love the people I work with. We are all comfortable asking questions and learning from each other. Everyone is also more than willing to offer a helping hand when needed.”

“I feel respected and that my opinion and experience matter and are appreciated. I feel challenged and that I can really contribute in ways that grow the business and my career.”

Schneider Smeltz Spieth Bell: 87 spots

2023 Rank: 48

2022 Rank: 135

What employees are saying

“I am asked to voice my opinion and don’t feel ashamed of doing it.”

“It enables me to work at my highest potential within a team environment. There is no divide among the departments and no separation between attorneys or staff. Lots of commaraderie.”

“My coworkers and I work well together, and my bosses respect me. I know I can rely on my coworkers, and they know they can rely on me. My bosses listen to my opinions and suggestions and express appreciation for my hard work.”

Gilbane Building Company: 64 spots

2023 Rank: 40 2022 Rank: 104

What employees are saying

“I feel like a true team member and not just a typical employee/worker. In meetings, my concerns I feel are recognized-acknowledged-and thought about, and not just pushed under the rug. In 25-plus years in the construction industry, I believe I have finally found my home at Gilbane. I know I have the support of my team members if needed.”

“I’m surrounded by people that care and support my learning/development. I feel valued and appreciated by my team. I am making an impact on my community.”

“I feel my opinions matter, and I know I will be given opportunities to grow even more than I already have. Also, I feel very appreciated.”

St. Mark School: 60 spots

2023 Rank: 24

2022 Rank: 84

What employees are saying

“I feel appreciated and needed. There is a calm atmosphere of learning. The principal is a wonderful leader who has the student’s best interests in mind.”

“I get to work with amazing people who have become some of my best friends.”

“The people I work with are dedicated and loving. I’m fortunate to work with such wonderful students and families. There is an environment of excellence at our school.”

Gilbane, JACK Entertainment, Southwest General and Westfield Bank all climbed the most spots in their category of the Northeast Ohio Top Workplaces in 2023.

Inflation brings rising costs and growing challenges for Northeast Ohio businesses

Cliff Pinckard cpinckard@cleveland.com

We’re all struggling with the unwelcome stress of inflation. For consumers, that means higher prices on everything from eggs to rent.

For businesses, inflation brings challenges across the supply chain, as well as in employee wages. In June 2022, the inflation rate hit 9.1%, a 40-year high, thanks to high energy costs, a tightening labor market that brought increased wages, and interruptions in the supply chain. Inflation has been easing a bit, falling back to 4.9% in April.

But Northeast Ohio businesses are feeling the rising costs, and some Top Workplaces have strategies for managing it.

“Inflation has impacted our business in several ways over the past few years,” said Arne Goldman, director of business development at Marous Brothers Construction, which is headquartered in Willoughby. Marous Brothers is ranked 11th among midsize companies in this year’s list of Top Workplaces in Northeast Ohio.

Goldman said the company is dealing with increases in construction materials, particularly concrete, which has doubled in price over the past 18 months. Shipping costs have increased as well because of high energy prices.

MUM Industries, a manufacturing company based in Mentor that is No. 98 among small companies, has seen sharp increases in costs for raw materials, labor and freight in the past few years, said company President Jim McWilliams. He said the company has had to raise prices, but also is combating costs in other ways.

“We have also invested in automation to streamline production across all our facilities,” he said. “Automated bending, welding, and inserting machines helped us improve lead times and keep up with rising demand over the past two years. And they will continue to help improve efficiency and costs as inflation begins to curb this spike in demand.”

Margie Orth, general manager of Home Instead CLE, an in-home senior care organization based in Cleveland, said inflation has had a “dramatic impact.” Home Instead ranked No. 3 among midsize businesses.

Besides increases in the cost of items such as supplies, insurance, and gas, Orth said the cost of training caregivers is putting a strain on the industry.

“However, we remain dedicated to our team’s development because we know that when our clients are looking for in-home care for their loved ones, they want some-

one who is qualified, someone who is good at what they do, and someone who cares about their work,” Orth said. “There are ways to cut rising costs and shortcuts businesses can take to reduce expenses, but

when it comes to the well-being of our caregivers and the well-being of our clients, we won’t let some rising costs change the way we run our business.”

Marous Brothers is trying to be proac-

tive in dealing with increased costs. Goldman said the company pre-purchases many construction materials and component systems well in advance of when they will be needed on a site. The company also is bulk-purchasing materials in order to get a lower price.

“In so doing, we are able to manage cost containment while minimizing supply chain shortages to the direct benefit of our clients and project teams,” Goldman said. “We have relied upon our strong, positive industry relationships to enable our project teams to work collaboratively with clients, architects, consultants, subcontractors, and vendors to identify long lead items early in the preconstruction phase.”

Home Instead has increased prices because of inflation, Orth said. But she also said the price increases “have gone right back to our caregivers.”

“We’ve always valued and invested in the development of our caregivers so they can continue to provide top care for our clients,” Orth said. “But they can’t do that if we aren’t investing in their training and if they aren’t being paid a fair wage. Expenses have increased in the personal lives of our employees as well, so we want to make sure they’re paid well for their hard work and dedication.”

Goldman also emphasized the importance of taking care of workers.

“We strive to attract and retain the best talent available, which necessarily means that we must offer competitive salary, benefits, and outstanding advancement opportunities,” he said.

Orth said she expects costs to keep increasing, but Goldman says rising interest rates might cool real-estate development.

“As demand for materials and subcontract labor decreases, we expect that prices will decline; however, we do not believe that construction prices will retract to pre-pandemic levels,” Goldman said. “We are also concerned that if the demand for construction materials dwindles to the extent that there is a huge glut of materials filling supplier warehouses and stockyards, then manufacturers will stop producing and lay off their workforce, which will create supply chain shortages once again in the future.”

MUM’s McWilliams said inflation always will be a factor and while he also expects rising interest rates to slow inflation, he says they also could lead to slowing demand.

“We’ll just keep doing what we have always done by controlling what we can control, work hard, offer the best products, service, and delivery in our space,” he said.

MUM Industries, a manufacturing company based in Mentor, has had to deal with rising costs during the past few years. MUM Industries

Home Instead CLE is a top finisher in The Plain Dealer 2023 Top Workplaces in the Midsize company category. The staff at Home Instead CLE, an in-home senior care organization based in Cleveland that ranked No. 3 among midsize businesses. Margie Orth, general manager of Home Instead CLE, says inflation has had a “dramatic impact.” Home Instead CLE

TOP WORKPLACES 2023

SMALL EMPLOYERS

“I love the diverse atmosphere. We have employees of all walks of life: Asian, Black, Mexican, white, etc. We have employees from 10 different countries! It’s cool to be able to meet and learn about different cultures just by going into work. It’s even cooler to see how much immigrants love America.”

— Tendon Manufacturing employee

“I have flexibility in my schedule which allows me to be fully present at home, in my kids’ lives and at work. I’ve gotten disciplined once during my time at Tendon and it was because I missed my daughter’s recital. My Plant Manager still brings that up in my review...10 years later.”

— Tendon Manufacturing employee

“The culture here is amazing. Everyone is so eager to learn and move up within the company. It’s amazing to see and be around.”

— Synaptic Incorporated employee

“I was able to come in extremely young and with no experience. I have learned so much about leadership, responsibility, and self-improvement! Also, I have been able to grow more than I could have imagined while working! I’m appreciative for all the experiences I had here!”

— Synaptic Incorporated employee

“I am on the autism spectrum, and everyone cares about me and treats me with respect and kindness. This is the first job that I feel I am part of a team, and they accept my differences. They make me feel needed and wanted and part of the family. Deidre and Angela are understanding and help me work through anxieties when I am having an off day. They truly accept me for who I am.”

— L’Nique Specialty Linen employee

“I’ve worked here 24 years. We’ve grown so much, but the love and respect the owners give us has never changed. They treat us like family. I Would never think of working anywhere else.”

— L’Nique Specialty Linen employee

“We are a family! Everyone here truly cares about the company and each other and is willing to help anyone who needs it!!! We have a lot of FUN and do many special activities to help bring all the teams together. Even when we are VERY busy, we still have MFT (Mandatory Fun Time).”

— L’Nique Specialty Linen employee

“As the company continues to grow leadership continues to invest in the employees and are consistently offering new opportunities for personal and professional growth. They are also willing to admit mistakes and correct them quickly.”

— John G Johnson Construction employee

“I have a passion for what I do. John G. Johnson allows us to make the most of our careers and allows us to decide where the top is for us.”

— John G Johnson Construction employee

“This is a place where someone can be challenged to their full potential. This job allows for innovative ideas from all employees and welcomes ideas to make the company better.”

— Pile Dynamics Inc. employee

“I feel appreciated and part of a team of qualified and diverse employees all working together to make this company as successful as it can be.”

— Pile Dynamics Inc. employee

“Management and teams are strongly encouraging to one another. Work atmosphere is always positive and fulfilling. Everyone wants everyone else to succeed through teamwork and motivation.”

— Rainforest Car Wash employee

“I feel appreciated. I feel I have freedom to be myself and to be honest. I enjoy going into work. These people care, they don’t just throw you out or write you off. They will come to you, talk to you, and guide you in the right direction. Being a manager I’m able to help others build a work ethic. I’m proud of the people we have and I’m proud to be a part of this work environment. I’ve worked places and been completely written off even though I was a great worker. Here? You get rewarded for your work ethic. Best place I’ve ever worked.”

— Rainforest Car Wash employee

“I love my job because it has enabled me to become successful in the tasks of life itself. Blind and sons has made it very easy for me to balance a complicated home life and work schedule perfectly. Some of the tasks we perform at work are stressful in nature but having the backing of the company and good management has turned it into a mostly stress-free work environment for me personally.”

— Blind and Sons employee

“I get to do the very thing I love to do. My ideas are heard and often used to better improve the department(s) I’m in/working with, and we continue to improve every single day. I wouldn’t trade working here for any other company. I’m not just saying that as a cliché, I genuinely mean that. Every day I am

grateful to be able to call Blind & Sons my home.”

— Blind and Sons employee

“This is the first nontoxic work environment

I’ve worked at in this field. Hobe & Lucas has not only welcomed me into their family but encourage my own professional growth. I have never loved a workplace as much as I love Hobe & Lucas.”

Hobe & Lucas CPAs Inc. employee

“With the capability of remote work and flexible scheduling, I can fit work around life rather than fitting life around work.”

Hobe & Lucas CPAs Inc. employee

“I have the support from my managers, yet the flexibility to engage in the work-day activities that I desire. My opinions are always heard and discussed. I feel comfortable to have difficult conversations with my managers.”

Galvin Therapy Center employee

“Y.O.U. is a great place to work! I love that our President & CEO keeps striving to make Y.O.U. the BEST place to work. I feel that he has achieved this more so than other businesses in the area because he REALLY cares about all our staff, it’s not just lip service. Our President & CEO Eats, Breathes and Sleeps Y.O.U.”

Youth Opportunities Unlimited employee

“I’m making a positive difference in my community. I can see the good I create in the world, rather than simply increasing profits for shareholders.”

Youth Opportunities Unlimited employee

LARGE EMPLOYERS

“The CEO and COO are exceptional. They make ideas a reality and they truly care about the employees of CCM.”

CrossCountry Mortgage employee

“The atmosphere is supportive, friendly, and attentive to each other. Everyone is there for each other like a family. Getting work done efficiently and correctly comes with rewards.”

National Interstate Insurance Company employee

“The opportunities are endless. It’s a work hard/play hard environment. We work hard but have fun along the way. The company gives us great resources to balance the hard work like our gyms, Starbucks, recreation rooms, and relaxation and mom rooms that give us a break when needed throughout the day.”

— National Interstate Insurance Company employee

“What we are putting out into the world means something, and working for a company with their heart in the right place is important.”

—

“I’m able to do impactful work that I enjoy doing while having a good work-life balance with a flexible work environment (home/ office) for a company rooted in strong values.”

— Vitamix employee

“My immediate work team is amazing - I’ve never worked with such driven, motivated, selfless, and communicative people.”

— MRI Software employee

MIDSIZE EMPLOYERS

“I love working at SPR and can honestly say that this is my dream job. I’m very proud of the work we do. It is very rewarding to see the impact we make to improve the lives of so many patients.”

— SPR Therapeutics employee

“Home Instead provides quality care to their clients while treating both clients and

Companies must carefully implement return to office

Bob Helbig Energage

Employers are looking to fill more office seats in 2023. It reflects the push and pull over working conditions in a post-COVID business environment.

Starbucks has told corporate employees to return to the office three days a week. Disney, Apple, Tesla are among others that have implemented policies to get workers back in the office.

Change might not be bad, and even necessary, especially because “not everyone prefers to work remotely,” said Kinsey Smith, senior data analyst at Energage.

This will most likely be an issue at large companies, which invest a lot in physical locations. Smaller companies might be more flexible. Regardless of size, employers will likely curtail some freedoms workers gained during the pandemic.

For leaders, it comes down to boosting productivity and building culture. Some leaders feel that without people working in the office, elements of the workplace culture will suffer. They hope to improve culture and collaboration.

Changes will vary depending on industry. Hospitality and health care workers, for example, already are more likely to work on site. IT workers might enjoy continued flexibility.

The debate is about how to manage. Energage research shows senior leaders prefer the in-office environment compared with rank-and-file workers. Leaders are more likely to say “If it works for me, it should work for you.” They go with what they know.

The risk for companies is losing workers who might bolt if they feel job requirements no longer suit their personal needs. Long commutes and lost comforts of remote work might prompt people to flee. Decisions for workers might become more difficult if the economy sours and job opportunities wither.

“If we want to meet people where they are, there is no one-size-fits-all answer,” said Lisa Black, director of data science for Energage. “Workers need to adapt, and managers need to adapt.”

Key factors to watch include:

Employee engagement: This metric is important to gauge commitment and discretionary effort.

Cooperation: How are people, and departments, getting along?

Communication: Does everyone feel they are in the know?

Meetings: Are organizations making effective use of meeting time?

Inclusion: Do people feel like they are included in key decisions?

Listening: Are ideas being heard?

Meaningfulness: Are people feeling like their work is important?

“CGI has been a great company to work for in so many ways. I always feel part of the team. I love the great degree of life balance within the company, the control and freedom my job offers. Everyone within the company shares the same vision and is dedicated to our mission.”

— CGI employee

“There is a positive, caring feeling among the people here - admin, faculty, staff, students. The mission is put into action in all aspects of the work. People truly care for each other.”

— Saint Ignatius High School employee

“I get to continue to work in the industry

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employees with respect and dignity.”

— Home Instead CLE employee

“I found a true sense of belonging here. It’s easy to wake up and want to go to work when your boss values you, the CEO knows your name, and you feel at home in the office.”

— SPR Therapeutics employee

“Our team respects each other and works towards the same goals. We have clear accountabilities with CORE VALUES at the base of all decisions.”

— Home Instead CLE employee

“I feel genuinely excited to dig into my cases and to work with my teammates on a daily basis. I get to work on complex, interesting matters with some of the best and brightest lawyers around and in an ideal work environment.”

— Tucker Ellis LLP employee

I’ve loved for almost two decades. I get to represent the best brewery in the nation. Every day is different, management cares about me, I feel like my input and opinions matter and are taken into consideration. I truly could not see myself anywhere else.”

— Great Lakes Brewing Co. employee

“It allows me the flexibility to work in a way that allows me to be at my best. I feel supported, creative, and energized every day!

I am excited about the future of Kichler and our employees!”

— Kichler Lighting employee

“It gives me the flexibility I want, and the appreciation for a job well done. I interact with individuals from many walks of life. I help Holocaust survivors by taking them to appointments, providing meals at home for them, and interacting with them socially.”

— Jewish Family Service Association of Cleveland employee

Whether employees stay or leave will still likely come down to factors that have mattered for the ages: Whether people feel valued, appreciated, and included. And whether they have faith in leadership and in the direction of the organization

In the post-COVID workforce, nothing is “normal” anymore. Companies don’t have to make the same choices for everyone. Companies also might be wise to focus on outcomes rather than circumstances.

So what does “good” mean? For starters, are workers meeting goals?

“Companies are struggling now knowing where employees are most productive,” said Greg Barnett, chief people scientist at Energage.

No matter what, people might express frustration with change or the lack of change.

There is room for middle ground. Organizations should consider what employees value with remote work, and incorporate those things in the office, Smith said. For example, maybe it’s a relaxed dress code or more flexible working hours.

Over time, leaders need to think about the “why” behind their decisions, how to message changes, and how to manage them.

“Companies make business decisions all the time that employees are not going to love,” Black said. “The question comes down to ‘Why are you making the decisions you make?’ “

Bob Helbig is media partnerships director at Energage, a Philadelphia-based employee survey firm. Energage is the survey partner for Top Workplaces.

Language support, Fridays off ... it all translates for Tendon Manufacturing

Sean McDonnell smcdonnell@cleveland.com

It’s a cheesy thing to say, Michael Gordon Jr. admitted, but Tendon Manufacturing really does listen to its employees. And responding to their concerns has meant helping refugees, trying four-day work weeks and even bringing in financial experts to help employees budget.

Finding solutions for employee concerns is why the company has monthly employee meetings, and it’s likely why Tendon Manufacturing has been ranked as the No. 1 place to work among small companies for the second year in a row on cleveland.com’s Best Workplaces list.

“We don’t just want to get employees’ feedback,” said Gordon, sales manager at Tendon Manufacturing. “We want to act on employee feedback.”

Tendon Manufacturing is a metal fabrication and machining company that employs about 100 people in Warrensville Heights.

Everyday has its challenges, Gordon said, but the company has grown continuously over the past 10 years. Tendon actively seeks to help employees with challenges in and out of work.

Part of how they do this is monthly meetings, where employees are asked about their concerns. Tendon also has “Fix-It” forms that workers can fill out. Sometimes an issue is a broken vending machine, other times it’s adjusting to an entirely new country.

Gordon said in the past year Tendon has hired about a dozen Ukrainians, who now make up about 10% of Tendon’s workforce.

“I’d be lying if I said it was easy,” Gordon said, adding that Google Translate has been his “best friend” over the last few months.

He said the company has translated its entire company handbook into Ukrainian to help the new employees.

Gordon said they’ve also been translating company handouts and are working to translate HR documents — like paystubs.

Gordon said there are Ukrainian refugees working on each shift, and bilingual workers have stepped in and helped when there are language barriers.

But solutions aren’t just about who’s working, but also about when work gets done.

Tendon has a first, second and third shift. And while those who worked during the days were OK coming in five days a week, evening and overnight workers were missing out on parts of their weekends.

Gordon said several years ago the company shifted to four 10-hour shifts, instead of five eight-hour shifts, for sec -

ond and third shift. That gives those workers Fridays off. He said one of the questions Tendon

asks each month is “What keeps you up at night?” And for many people, especially right now, the answer is the economy and finances.

To help address those concerns, Gordon said the company has been bringing in financial advisers who can work with employees on their financial goals. This includes anything from basic budgeting to how to build wealth long term.

Gordon said Tendon started offering this benefit before the COVID-19 pandemic, but it wasn’t widely used. Lately participation has been up, with about a quarter of all employees using the advisers.

In some cases the results have been drastic, like helping a few employees who used to rent apartments buy their first homes.

“It’s had a huge impact on their overall lives and what they’ve able to accomplish,” Gordon said.

Tendon Manufacturing is a metal fabrication and machining company that employs about 100 people in Warrensville Heights.

Photos by David Petkiewicz, cleveland.com

Tendon Manufacturing has been ranked as the

1 place to work among small companies for the second year in a row on cleveland.com’s Top

Synaptic places emphasis on employee integrity and mentorship

Brenda Cain bcain@cleveland.com

Walk through the portal of Synaptic Inc.’s fifth floor offices and it is like having been transported to another universe — where the light is much brighter, and the space is littered with smiling, energetic associates, all of whom greet you – with either a smile, a wave, a handshake or the offer of a cup of coffee.

It’s part of the culture at Synaptic.

Synaptic Inc. has been ranked as the No. 2 best place to work among small employers in the 2023 Top Workplaces in Northeast Ohio list. It is the first time the direct marketing firm — based in St. Louis — has ranked as a Top Workplace. Success is something the company values strongly. But it is how you achieve that success that matters more.

“People here always have your back,” said Amani Abdelhady, the regional marketing manager. “The company doesn’t put up with anything other than that. “We have had people who are just focused on being No. 1 — whether in sales or some other department — and the company will, literally, sit you down and say ‘that is not the way we do things here. We help one another. There’s room for everyone to win. Anything else is cancerous to our culture.’

That sentiment is echoed by Human Resources Director Holly Schmidt, who believes a candidate’s ethics are more of a qualifier for a job at Synaptic than their resume.

“Obviously we want people with drive, but we don’t want someone who is going to climb over a cohort to get to the next level,” she explained. “To be really successful at Synaptic, a candidate needs to be willing to accept mentoring, but also be willing to mentor the next person coming along.

“As for experience, we can teach them everything they need to know to do the job. And if they are struggling with some aspect, there is always a co-worker that will say ‘Hey, let’s grab a slice of pizza after work and break it down. We’ll figure this out together.’”

With that approach to business, a candidate poll from diverse backgrounds comes through the Schmidt’s door looking for a new start at Synaptic. She says she has interviewed everyone from engineers to teachers to medical professionals to railroad workers.

“The No. 1 thing I hear from someone looking to change their career path is that they are ‘tapped out’ — there is no place for them to grow in their current situation,” Schmidt explained.

“The No. 2 thing I hear is that they don’t like the people they work with because

they don’t have a support system.”

Nathan Moore, 24, was working for a railroad company, and attending the University of Akron, when he first heard about the company from a friend. He had designs on starting his own business.

“On my first day here, the thing I noticed was everyone’s high energy. They were excited to be here, and I thought they were all making a scene for the new kid, kinda playing it up, you know,” Moore

asked. “But the longer I was here, the more I realized that they weren’t just putting on a good face, these people are genuinely happy to be here, and genuinely interested in my growth, and that is what keeps me around.”

Moore’s story is not that dissimilar to Abdelhady.

She studied chemistry and neuroscience in college before landing a job doing research at Dayton Children’s Hospital

seven years ago. Today she oversees a Synaptic territory that stretches from Long Island to St. Louis.

“People really cared about me progressing. They were constantly available and supportive. I had never seen anything like that before,” she said. “I was just going to do this for a few years, build up my resume, but because I was doing well, I was getting moved up, and now I’m never leaving.”

Synaptic Inc., a direct marketing firm, is the No. 2 best place to work among small employers in the 2023 Top Workplaces in Northeast Ohio list. Photos by David Petkiewicz, cleveland.com

At Synaptic, a candidate’s ethics are more of a qualifier for a job than their resume.

Amani Abdelhady, the regional marketing manager for Synaptic, says at Synaptic “There’s room for everyone to win.”

Success is something Synaptic values strongly. But it is how employees achieve that success that matters more.

Yadi Rodrgiguez yrodriguez@cleveland.com

L’NIQUE SPECIALTY LINEN

Co-owners: Angela Klodnick and Deidre Dockman

Address of local operation:

7685 Hub Parkway, Valley View 44125

What the company does: L’Nique Special Linen is Northeast Ohio’s premier linen resource, offering rentals, laundry, custom purchase and labor services for the event industry. We offer an extensive selection of beautiful solid and specialty table linens and linen accessories in a variety of sizes, fabrics, textures and patterns. Our rental products include tablecloths, overlays, napkins, charger plates, table runners, placemats, chair covers, sashes and accessories. Centrally located in Valley View, the team at L’Nique takes pride in providing the area’s best products and services in our industry since 1998.

Years in business: Founded in 1998

Why they won: When asked to describe L’Nique in their own words both co-owners Angela Klodnick and Deidra Dockman, who have been friends for decades, said,

“We are a family, our employees are family and the most important thing to us.”

They started the company in Angela’s kitchen and now share an office, finish each other’s sentences and balance each other out. They strive to have fun and incorporated the three F’s (fun, family, and flexibility) into their business which has worked for them for over 25 years.

“We are appreciated by our employees for what we do for them and we are grateful for what they do for us.”

The company has no problem retaining employees and instead has a waitlist of people who want to work. The break room is stocked with refreshments and snacks. There are celebrations for birthdays and anniversaries. Two employees are dedicated to creating mandatory fun time. A program called L’NIQUE lottery promotes anybody noticing anything good about anybody else.

“We go above and beyond. We all came from food service and catering, so we

understand when there is a last-minute order.” They have systems in place to handle emergencies, and there are lots in their industry.

“When the brides come in here, we want them to be comfortable sit down just want to make it comfortable and a nice experience.” said Klodnick.

The biggest benefit they have is flexibility. “Family comes first.”

This past year has been one of the craziest but they feel that they have achieved what they set out to do with the company.

“We wanted to create an environment that you want to be there and treat people the way you want to be treated. That hit us a lot more this year than any other year, I think how thankful we are.”

Said one employee: “I love my job because of the work environment and being able to work with some amazing people. I have searched for a good company to work for where I was not miserable and was happy to come to work and I finally found that place and never want to

L’Nique Specialty Linen co-owners Angela Klodnick, left, Deidre Dockman.

Inside the warehouse at L’Nique Specialty Linen in Valley View.

The staff at L’Nique Specialty Linen. “We are a family, our employees are family and the most important thing to us.”

Photos by Yadi Rodriguez, cleveland.com

The Top Workplaces that stood out in 2023

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

Mega company: Steve Glass, Medical Mutual: “Steve Glass is clearly passionate and determined to make a difference as our new CEO; I appreciate how he held a townhall and has opened an email inbox for us to ask him questions. The transparency and communication really inspires my confidence, as well as the emphasis on data.”

Large company: Steve Laserson, Vitamix: “Steve is an authentic individual who lives the Vitamix values every day. He is not trying to be someone who he is not. He is kind, humble and caring as an individual. I have no doubt that Steve will be able to make the tough business decisions, when necessary, but I believe his first instinct is to be supportive of the employees. Steve is someone who I root for and would go the extra mile to make sure he succeeds.”

Midsize company: Maria Bennett, SPR

Therapeutics: “Maria is an inspiration to us all. She is positive and caring and it really does feel that she has our best interests as well as most importantly, the patients interests at heart.”

Small company: Ethan Karp, MAGNET: “Ethan has a vision and inspires the people around him to make it happen. There’s no greater example of this than all of the planning and hard work to get our new building completed on the schedule we did it in.”

DIRECTION: I believe this company is going in the right direction

National Interstate Insurance Company: “National Interstate continues to focus on employee wellness as well as advancement in technology.”

MANAGERS: My manager helps me learn and grow, makes it easier to do my job well, and cares about my concerns.

Progressive: “By encouraging team involvement during meetings; introducing group projects and encouraging 100% participation. Monthly one on one to help us see how we’re doing and offering to find ways to get to the next level.”

NEW IDEAS: New ideas are encouraged at this company.

Tendon Manufacturing: “Optimizing the atmosphere! We have monthly meetings where new suggestions are requested and brought up. It’s a fun way to try out new things.”

DOERS: At this company, we do things efficiently and well.

L’Nique Specialty Linen: “I think they do a nice job of making their work environment a fun place to be where people actually enjoy working with one another. They accomplish this by doing fun activities on site as well as planning fun activities for the entire staff that are offsite.”

MEANINGFULNESS: My job makes me feel like I am part of something meaningful.

Huntington National Bank: “I like how

they keep current with the products and align values with the changing world.” Said another employee, “Everyone seems to be focused on doing the right thing for our customers.”

VALUES: This company operates by strong values.

Charles Schwab: “Always looking through the clients’ eyes when developing new products and solutions. Having a very strong commitment to risk management and compliance.”

CLUED-IN SENIOR MANAGEMENT: Senior managers understand what is really happening at this company

Home Instead CLE: “They ask a lot of questions.” Said another employee, “they make sure that everyone is well informed with emails.”

COMMUNICATION: I feel well-informed about important decisions at this company.

Union Home Mortgage: “Being kept in the loop on the industry and how it directly impacts our success and chal -

Huntington National Bank earned high scores in “Meaningfulness.” “I like how they keep current with the products and align values with the changing world,” said one employee.

lenges.” Said another employee, “Open, honest communication allows us at all levels to understand the “why” behind the decisions we’re making and direction we’re going.”

APPRECIATION: I feel genuinely appreciated at this company.

Hyland: “I feel appreciated at Hyland when my voice is heard, my suggestions are acted upon, people respond and collaborate with me, and people are willing to do their own due diligence.” Said another employee, “My hard work is recognized by peers and managers and this motivates me a lot to always go the extra mile and encourage a great cross team collaboration.”

WORK/LIFE FLEXIBILITY: I have the flexibility I need to balance my work and personal life.

BoxCast: “Gives me the availability to take time off whenever needed.”

TRAINING: I get the formal training I want for my career.

Catholic Charities – Diocese of Cleveland: “All the training has been valuable.”

BENEFITS: My benefits package is good compared to others in this industry.

Echo Health: “The healthcare benefits are most valuable to me.”

SPR Therapeutics received high marks in “Leadership.” “Maria (Bennett) is an inspiration to us all. She is positive and caring and it really does feel that she has our best interests as well as most importantly, the patients interests at heart.” Photos by David Petkiewicz, cleveland.com