HITTINGTHE JACKPOT
Here’s How a Company Earns
Top Workplaces Honors
by Bob Helbig, Energage
IF YOU WANT TO REALLY KNOW WHAT’S HAPPENING AT WORK, ASK THE PEOPLE ON THE FRONT LINES.
That’s the foundation of the Top Workplaces award. For the 15th year, employee survey company Energage has partnered with Hearst to honor the best places to work in western Connecticut.
This award can’t be bought; it has to be earned, based on employee feedback Winners are chosen through a scientific survey process. Positive employee feedback
To qualify for Top Workplaces recognition, employers must have at least 35 workers in the region.
Beginning this year, employers are grouped by the overall size of their organization, and the number of employees invited to survey, which might include employees outside western Connecticut. Employers are grouped into similar sizes to best compare similar employee experiences. They are ranked within those groups based on the strength of the survey feedback.
equals recognition. Workplaces that don’t have strong feedback are excluded from the winners list.
Energage crunches the data based on a 25-question survey that takes just a few minutes to complete. The survey asks employees for their feedback on such factors as pay and benefits, direction, leadership, meaningfulness, and appreciation. Energage scores companies based on the responses.
Organizations do not pay any fees to survey employees or to earn a Top Workplaces designation. If they choose, organizations can purchase the survey data There is no obligation for winners to purchase any product or service
For the 2025 winners list, 3,214 organizations were asked to survey their employees, and 74 agreed to do so. Based on the survey feedback, 53 have earned recognition as Top Workplaces in western Connecticut
Employers earn Top Workplaces recogni-
tion if their aggregated employees feedback score exceeds national benchmarks Energage has established those benchmarks based on feedback from about 30 million employees over 19 years.
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
Why might a particular employer not be on the list? Perhaps it chose not to participate, or perhaps it did and employee feedback scores were not strong enough Energage also runs tests on survey feedback and in some cases may disqualify an organization if, for example, a high number of employees said they felt pressured to answer positively.
To participate in the 2026 Top Workplaces awards, or for more information, go to the nomination page at WWW.TOPWORKPLACES.COM/ NOMINATE/HEARSTCT
“ Top Workplaces awards are a celebration of good news. They exemplify the significance of a peoplefirst workplace experience, reminding us that employees are the heart of any thriving organization.
Eric Rubino, CEO of Energage
Is it ajob or acareer?
These6 StepsCanHelp
by Gary Markle, CatalyticCoaching
“HOW MANY OF YOUHAVEACAREER?”
Iloveaskingthisquestion in workshops with employees. While afew raisetheir hands immediately, themajorityoften look at each otherasifunsure. Even when workingisdonevirtually, youcan feel that cautious pause.But here’sthe truth: justby choosing to work,you’veset yourself on a career path
Acareer isn’tjustajob;it’sajourney with purpose, meaning, and direction.It’sa job with time-based context,reflecting both historyand growth.Afulfillingcareer doesn’tonlydefine whatyou do foraliving— it defineswho youare.>>
SEPTEMBER2025
Mike DeLuca PUBLISHER
Ashley Sanderson SPECIALSECTIONS DESIGNER
Susan Shultz SPONSOREDCONTENT PRODUCER
COVERPHOTO AdobeStock
ONLINE www.topworkplaces.com/hearstct
ADVERTISINGINFORMATION (203) 330-6238
301 Merritt 7, Floor 1, Norwalk,CT06851
©2025 Hearst ConnecticutMedia Group
>> The comedian Chris Rock once said,
“With a career, there is never enough time. With a job, there is always too much time.”
It’s a sentiment that resonates, especially for those who feel stuck in what they consider “just a job.” For employers and managers, this distinction holds important insights.
Most organizations rely on a mix of routine, even menial, work tasks that are repetitive, physical, and often demanding. But does that mean it can’t be meaningful? I believe we can elevate almost any work conversation from job to career by understanding what drives each individual and connecting with their purpose
Take Hector, our neighborhood window washer A man in his 60s, he’s worked six to seven days a week for decades,
handling ladders and scrubbing windows, rain or shine But what stands out about Hector is his smile and the genuine joy he finds in his work. He knows his clients by name and treats every window he cleans with the same pride. For him, it’s not just about washing windows—it’s about giving families a fresh perspective Hector’s job is cleaning; his career is building community.
My father spent over 30 years in the automotive industry, initially loving his work as a business manager for General Motors But after leadership changes, those final years felt
CONTINUE JOB OR CAREER ON PAGE 26
Number One Top Workplaces for Smaller CT Companies
Mercedes Benz of Fairfield
WITH HEARST CONNECTICUT MEDIA ONCE AGAIN CELEBRATING THE EMPLOYERS THAT MAKE THE STATE SPECIAL, IT HAS COMPILED THE TOP SMALLER COMPANIES (EMPLOYING UNDER 149 EMPLOYEES).
Mercedes Benz of Fairfield
Part of Penske Automotive Group, the number one smaller Top Workplace, offers new and pre-owned vehicles as well as vehicle service. Marketing Manager David G. Koczak said Mercedes-Benz of Fairfield takes pride in supporting both the local community and its team.
Throughout the year, the team participates in meaningful initiatives like distributing Thanksgiving turkeys with the Bridgeport Rescue Mission, collecting toys through Toys for Tots, and volunteering with Habitat for Humanity.
“We also prioritize celebrating our employees with events like BBQs, pancake breakfasts, and seasonal gatherings—creating moments that foster connection and appreciation,” Koczak said Mercedes-Benz of Fairfield also offers a mentorship program to help
by Susan Shultz
employees grow their careers, pairing them with experienced colleagues who share guidance and best practices. The company’s benefits package includes medical, dental, and vision coverage for employees and dependents, as well as long-term care insurance, life insurance, disability coverage, and Flexible Spending Accounts (FSAs).
Employee service milestones are celebrated with a personalized pen and certificate, a letter from the AVP, and a lunch with the GM and fellow anniversary honorees.
“...proud to be recognized for our dedication to creating a positive
To support families, Mercedes-Benz of Fairfield offers paid parental leave, time off for family medical appointments, marriage and family counseling, and anniversary time off
The team has a strong women’s network that was organically formed over the last few years. These women help to plan an annual Women’s Wellness Week for the company.
“We’re committed to promoting well-being and work-life balance. On-site concierge services like car
washes, chair massages, and laundry are available, and we encourage employees to disconnect after hours,” Koczak said.
Young’s Fencing & Landscaping, Ridgefield
Number two on the list of the smaller Top Workplaces employers is Young’s Fencing & Landscaping, which has made repeated appearances on the Top Workplaces list over the years.
Based in Ridgefield, Young’s
Winners, Small Employers
Fencing has been a trusted provider of premium fencing and gate solutions throughout Fairfield County and Westchester County for over 75 years.
Established in 1948, the locally owned business has earned a reputation for delivering exceptional craftsmanship and unparalleled customer service
“As a recipient of the Hearst CT Top Workplaces Award for both 2023 and 2024, we are proud to be recognized for our dedication to creating a >>
>> positive work environment and fostering a culture of excellence,” the team said on its website.
Young’s is focused on building a strong “fence of community.”
It loves to partner with non-profit organizations in our community, including assisting with Scout projects, sponsoring youth sports teams, mentoring local elementary school gardens as well as supporting many programs, fundraisers, and events throughout the year
Criterion, Norwalk
This software firm, coming in at number three of smaller employers, was at the top spot for three years, then the second spot for the last two.
Upon being named number one in 2022, Criterion CEO Sunil Reddy said in a statement on the company’s website that its success is due to alignment on core values and collaboration, which create a thriving company culture.
“Our culture of shared interest and
ownership carries everyone forward successfully,” Reddy said at the time Criterion is a global provider of Simply Powerful Human Capital Management software. For Enterprise & Mid-Market business users and HR professionals, the Criterion HCM cloud platform delivers superior usability first, combined with powerful enterprise functionality to automate hundreds of critical HR, payroll, talent engagement, and workforce management services.
“Engaged and satisfied employees result in extremely satisfied customers.
Sunil Reddy, CEO of Criterion
ATopWorkplace—Driven by Purpose
Workers Worry for Economy but
Keep Faith in Employers
by Kinsey Smith, Energage
From grocery bills to gas prices, market headlines to rent increases, the economy sends signals we all feel in our day-to-day lives. But how are those signals showing up at work, where confidence or a lack of it can directly influence morale, retention, and performance?
The Energage People Science Team went straight to the source, asking thousands of employees across organizations nationwide to weigh in by responding to this statement:
“ ”
I feel confident in the current state of the economy.
Here’s what the data, gathered from 125,000 workers over a six-month period ending in April, told us and why it matters for today’s leaders.
In the past six months, employee confidence in the economy briefly peaked in January before starting a steady decline in the three months that followed This is significant because a decline is not typical for the first months of the year, based on previous years’ data
Team members (a.k.a. individual contributors) express the least confidence in the economy in general, and as such, the drop in positive responses through April to the statement is more limited (a difference of 6 points
from peak to nadir). Managers still tend to have slightly more confidence in the economy than team members, but their score decline has been pronounced—an 11 point drop in positivity since January.
Senior managers generally have the most confidence in the economy across all job levels. While their scores were relatively strong last quarter, they experienced a dramatic drop of 21 points since their peak in December Together, this suggests a shared sense of uncertainty in the current state of the economy. But here’s where things get interesting. Even as confidence in the overall economy declines, employees are still backing their own organizations Our People Science Team asked workers to respond to this statement:
“ ”
I believe my company will achieve its goals in the upcoming months.
The response? Surprisingly steady Over the past six months, favorable scores stayed above 78 percent, showing that while the outside world may feel uncertain, many employees still trust their leadership and believe in the direction of their workplace.
This is a clear signal: internal confidence can hold strong even when external conditions don’t
Senior managers report the strongest belief that their organizations will hit their goals, averaging a striking 90 percent favorability. But it’s not just leadership: managers and individual contributors are also holding steady, with no downward trends in the past quarter.
So, while economic uncertainty looms large on the national stage, employees across levels seem to feel far more optimistic about their own company’s future
For job seekers, it’s more important than ever to look for companies that take culture seriously. One where leadership is trusted, communication is clear, and people feel connected to purpose
For employers, now is the moment to lean into transparency. Your people are navigating economic headwinds, and they’re watching how you respond Communicate openly. Prioritize stability. And, most important, listen. And then listen some more.
Proof beats promotion. Job seekers want more than marketing spin. They want evidence. Show them (and your customers, too!) that you lead with a people-first culture that fuels people and performance.
In uncertain times, confidence is currency. And trust is how you earn it.
Kinsey Smith is senior people scientist at Energage, a Philadelphia-based employee survey firm. Energage is the survey partner for Top Workplaces
“ Special Awards ”
LEADERSHIP
Ihaveconfidenceinthe leadership team of this company.
LargeEmployerMidsizeEmployerSmall Employer
DavidGlidden,Liberty Bank
DIRECTION
“Ibelieve this companyisgoing in theright direction.”
PlanetHome Lending
MEANINGFULNESS
“My job makes me feel like Iam partofsomethingmeaningful.”
Senior Living Residences
VALUES
“This companyoperates by strong values.”
Genworth and CareScout
CLUEDINSENIORMANAGEMENT
“Senior managers understand whatisreallyhappening at this company.”
Splash CarWash
MANAGERS
“My managerhelps me learn and grow.Mymanagercares about my concerns.”
DeutschFamilyWine& Spirits
WORK/LIFEFLEXIBILITY
“Ihavethe flexibility Ineed to balancemywork and personal life.”
Barnum Financial Group
ScottPenner, TotalMortgageServices, LLCChris Couri, Young’sofRidgefield
TRAINING
“Iget theformal training Iwant formycareer.”
NAFI Connecticut, Inc.
WELL-BEING
“This companydoesa great job of prioritizingemployee well-being.”
HAIGroup
NEWIDEAS
“Newideas areencouraged at this company.”
RTiResearch
DOERS
“At this company, we do things efficientlyand well.”
CT Management Company(Penske Automotive Group)
COMMUNICATION
“Ifeelwell-informed aboutimportant decisions at this company.”
MercedesBenzofFairfield
APPRECIATION
“Ifeelgenuinely appreciated at this company.”
TheStarSupplyCompany
BENEFITS
“My benefitspackage is good compared to others in this industry.”
Criterion
Familiar Name Dominates Mid-size Top Workplaces List
by Susan Shultz
Total Mortgage
ONCE AGAIN, HEARST CONNECTICUT MEDIA GROUP IS CELEBRATING THE TOP WORKPLACES THAT MAKE THE STATE A GREAT PLACE TO BUILD A CAREER. IN THE MID-SIZE CATEGORY, EMPLOYERS REPORT FROM 150 TO 499 EMPLOYEES.
Total Mortgage, Several Locations
Total Mortgage, with 20 locations throughout the state, has once again topped the mid-size workplaces list.
Director of People Operations
Merjola Bala said the team at Total Mortgage is proud to be recognized as
a Top Workplace.
“Creating an exceptional place to work has always been at the heart of who we are. We believe our people are our greatest strength That’s why we’ve built a culture centered around support and growth,” Bala said
Total Mortgage is committed to ensuring its employees feel valued every step of the way through open communication and strong leadership.
“From high-energy company events to everyday moments of connection, we intentionally create opportunities for our team to build lasting bonds,
laugh, and recharge,” Bala said.
Total Mortgage’s commitment extends beyond its walls, as giving back to the communities where employees live and work is a core part of its identity, she added
Bala said that through volunteer work, charitable giving, and local partnerships, Total Mortgage is proud to support causes that matter to our team and our neighbors.
“At Total Mortgage, we’re not just building careers, we are building a culture - one that puts our people and customers first and brings out the best in everyone,” she said >>
“
>> HAI Group, Cheshire
HAI Group is another repeated top earner of workplace accolades on Hearst CT’s annual list. The member-owned organization is committed to providing reliable insurance products and services to the affordable housing industry in a manner that exceeds expectations
HAI offers a competitive benefits package and a flexible office schedule,
Amy
Galvin, Chief Human Resources Officer for HAI Group
believing “a hybrid schedule works best.”
In addition to starting employees off with four weeks’ paid time off, HAI Group also offers 12 paid holidays and three paid volunteer days
“My initial reaction to winning the Top Workplaces award for the fourth consecutive year was one of immense pride and satisfaction,” HAI Group Chief Human Resources Officer Amy Galvin
said of receiving the honor in 2023 on the company’s website.
On its career page, HAI Group says, “No matter what role you choose, or what stage of your career you’re in, you’ll find that we wholeheartedly invest in your professional development and overall well-being to help you reach your goals.”
CONTINUE MID-SIZE EMPLOYERS ON PAGE 14
“We show up every day with the goal of making life better — for each other and for the people we serve.
Elizabeth
Hiza, Chief Marketing Officer for Barnum Financial Group
Barnum Financial Group, Shelton
Rounding out the top three mid-size Top Workplaces is Barnum Financial Group.
Chief Marketing Officer Elizabeth Hiza said, “It’s hard to pinpoint just one thing that makes Barnum so special it’s truly a combination of culture, purpose, and people that sets us apart.” However, she noted a few aspects of the company that make employees praise working there.
“From our executive team to our front-line managers, leadership at Barnum is grounded in compassion,
empathy, and integrity. We are trained and empowered to put people before problems,” she said.
“That mindset creates a culture of trust, support, and personal accountability that flows throughout the organization. In addition, the CEO and COO are both accessible and approachable, often very actively involved in projects and problem solving,” Hiza added She also celebrated Barnum’s “culture of connection.”
“We believe in coming together not just as coworkers, but as a community. Whether it’s for business or to celebrate
or to just be together, Barnum creates meaningful opportunities to connect,” Hiza said.
From summer picnics, award celebrations, firm trainings, holiday parties, and even softball tournaments, Barnum prioritizes relationships and belonging —and these often include families.
Hiza also said that employees “take pride in our purpose.”
“Our mission is simple yet powerful: to positively impact the lives of our colleagues, advisors, and clients. Everything we do is driven by that purpose,” she said.
AMONGTHE NATION’S TOPPLACES TOWORK
POST UNIVERSITY IS PROUDTOBEA TOP WORKPLACE FORFIVEYEARS RUNNING
At Post University,a personal approach helpsstudents succeedatevery stageoftheir academic career.That same personal touchextends to thefaculty andassociates whomakeitpossible.
Seewhatmakes Post University atop placetowork andlearn at Post.edu.
Beyond Politics WorkplaceIncivility, Isolation Threaten Well-being
by BobHelbig, Energage
THE2024 PRESIDENTIAL ELECTION SERVEDASA LIGHTNING RODFOR BIGGERISSUESINTHE WORKPLACE. NEWRESEARCHBYENERGAGE SHOWSA SILENTDIVIDE WHEREEMPLOYEESFACECHALLENGES DISCUSSING POLITICALAND SOCIALISSUESON THEJOB.
In apre-election survey, while82percent of employees say their coworkersrespect differing values,only65percent think that respectextendstopolitical beliefs. Even more
eye-opening, less than aquarterofemployees feel comfortable sharingtheirpoliticalopinions at work—and only 21 percent agreethatmostoftheircoworkers sharetheir political beliefs
This uncertaintyleavesHRleaders,managers,and team leaders with acriticalchallenge:breakingthe silence and fosteringanenvironment whereopen, respectful dialogue isn’tjustallowed butencouraged. >>
Barriers to Civility in the Workplace
>> LACK OF LEADERSHIP COMMITMENT AND ACCOUNTABILITY.
Leaders need to lead by example and hold people accountable for their actions
WORKPLACE DIVISION AND POLARIZATION.
Political and social divisions create tension among employees. These differences fuel workplace friction and strained relationships.
REMOTE WORK AND SOCIAL ISOLATION.
When people don’t work in the same space, it can create problems building trust, allowing casual interactions, and assessing employee well-being.
COMMUNICATION CHALLENGES.
Many survey responses highlighted issues such as unclear expectations, limited open dialogue, and challenges in delivering the right information at the right time.
BIAS, PRECONCEIVED NOTIONS, AND MISINFORMATION.
This is particularly true regarding race, politics, and differing communication styles.
CONTINUE BEYOND POLITICS ON PAGE 22
Honoredtobea
Atrusted leader in integrated health andhuman services,Wheeler reachesmorethan 90 percentofConnecticut’s cities andtowns throughfivecommunity health centers, mobile care,a therapeuticspecial educationday school,and an arrayofin-home andcommunity-based programs.
Our1,000 professionalsimprove health,recovery, andgrowthfor more than 70,000 individualseach year,offeringhopeand strengtheningcommunities statewide.
Everyday since1968,Wheeler hasworkedtowarda vision that ALLpeoplewillhavethe opportunity togrowchangeand live healthierproductivelives
Repeat Winner Leads Large Top Workplaces List Splash Car Wash
by Susan Shultz
HEARST CONNECTICUT MEDIA GROUP IS ONCE AGAIN HONORED TO CELEBRATE THE STATE’S TOP WORKPLACES.
Splash Car Wash
In a continuing trend, Splash Car Wash has “topped” the top workplaces list for large employers (over 500 employees). Splash has finished at the number one spot or near it for the last decade of the list.
Splash Car Wash was founded by lifelong Greenwich residents Mark
Curtis and Chris Fisher in 1981, with the purchase of Carl’s Auto Bath in Greenwich
“At Splash Car Wash, we’ve spent over 42 years building more than just clean cars we have built a culture that puts our people first With 70 locations and growing, our team is the heart of everything we do,” said Marketing Director Gina Colley.
Employees consistently highlight Splash Car Wash’s supportive, teamfirst culture as one of the top reasons they love working there. Splash has created a workplace where people feel
valued, empowered, and part of something bigger, Colley said
“What sets Splash apart is the energy, opportunity, and community we offer every day. Our employees take pride in working for a company that invests in their growth—whether through career advancement, leadership development, or simply showing up with support and appreciation,” Colley added.
Colley said the team is proud to have been recognized as a Top Workplace in Connecticut for over a decade by Hearst Connecticut Media Group But Colley said the real measure of success is >>
>> the feedback from employees:
Growth is real and rewarded
The culture is genuine Splash treats each other like family
“We celebrate wins big and small, encourage new ideas, and believe that a fun, positive workplace leads to the best customer experience Many of our leaders started in entry-level roles, and our team takes pride in growing from within,” Colley said.
“At Splash, we’re not just a car wash— we’re a career destination with a strong foundation, exciting future, and a culture that makes people proud to wear the Splash logo,” she said
Liberty Bank
Coming in second in the large top workplaces group is Liberty Bank. Founded in 1825 and based in Middletown, Liberty Bank recently celebrated its remarkable 200th anniversary by donating $200,000 to Make-AWish Connecticut.
“As our bank—the fifth oldest bank in the country—recognizes this milestone anniversary, we are celebrating by giving back to our community, and one way we are doing so is by supporting MakeA-Wish,” said President and CEO David W. Glidden on the company’s website.
Liberty Bank encourages its employees to “champion kindness.” It offers a
competitive benefit package including paid parental leave, medical, dental, and vision care, paid volunteer days, tuition reimbursement, and more.
Planet Home Lending, Meriden
Rounding out the top three large workplaces is Planet Home Lending, based in Meriden.
“We create a great workplace by investing in our people. From Planet University to one-on-one mentorship, we empower employees at every level to grow and succeed,” said
“ Liberty Bank’s brand promise is ‘Be Community Kind.’
David
W. Glidden, President & CEO of Liberty Bank
“At Planet, we believe people thrive when they are supported, challenged, and valued—and that’s exactly what we aim to deliver every day.
”
Dona DeZube, Senior Vice President of Communications for Planet Home Lending
Planet Senior Vice President of Communications Dona DeZube.
Planet Home Lending was also named a Top Workplace in the U.S. by WWW.TOPWORKPLACES.COM
DeZube said the company also believes great ideas can come from anywhere.
“That’s why we foster an open, collaborative culture where every voice matters. Leaders are accessible, communication is transparent, and employ-
ees are encouraged to contribute their expertise to help drive the company forward,” she said.
Planet is committed to meaningful work with real impact, according to the company.
“Whether we’re helping families buy their first homes or supporting homeowners facing financial challenges, our teams know their efforts matter—and that sense of purpose fuels our success,” DeZube said.
Thankyoutoourincredibleteam -HonoredasaTopWorkplacefor sixconsecutiveyears
At Autism Behavioral Health, we believe it’s not just what we do, but howwedo it. For thepast six years, we’ve been honored to be named aTop Workplace—andthatrecognitionbelongsentirelyto ourincredibleteam.
Toourteam:thankyouforthelove,dedication,and compassionyoubringeverysingleday.Youarethe reason children grow, families feel supported, and ourworkplacefeelslikeacommunity.
Aswecelebratethismilestone,wealsolookforward withopenarms.Ifyou’resomeonewhowantstobe partofateamwherekindness,growth,andpurpose comefirst,we’dloveforyoutojoinus.
Finally, Planet Home Lending knows that life happens outside of work, too.
“That’s why we offer flexibility, strong benefits, and a focus on worklife balance. We’re proud of our inclusive, people-first culture and the many long-tenured team members who’ve built their careers here,” she said Together, DeZube said, the company isn’t just growing a business; they are building a workplace where people feel proud to belong.
Winners, LargeEmployers
Energagecollected feedbackfrom9,000 respondersnationwide in August and September2024. Many(41 percent)said employees don’traise controversial topics.Another 24 percent said employeesdiscuss topics with those who share similar views.
Wherethereisfearoruneaseaboutdiscussingcertain topics, thenational elections and LGBTQ+ arethe most prominent source.
“It’s hardtocreateasafeplacewhen thereare so many different issuesand conflicts happeningout in theworld at thesametime,”one responder said.“It’s to be expectedthat
employees will bringsomeofthatanxietywiththemeverywhere they go,includingintothe workplace.”
When it comestoaddressingconflict, employees reported a wide rangeofapproaches. Most(76 percent of organizations) invest in conflictresolution training, but noteveryone is receiving it.Trainingfor all employees (42 percent),managers (40 percent) and human resources(38 percent) were most common.
“Weare providingguidancefor leadersonhow to defuse contentiousconversations,and we areofferingall associates aseriesofsessionstoencourage civility and respectinall conversations,” one responder said
Tipsfor Fosteringa Civiland PsychologicallySafeWorkplace
TRAINONINCLUSIVITY,DIVERSITY,EQUITY, AND MANAGEMENT to equipemployees and leaderswiththe skills necessarytofostera respectfulenvironment
ENCOURAGEOPENCOMMUNICATION AND DISCUSSIONS. Foster aculture of candor andcuriositythrough open discussions and listening sessions.
CREATE EMPLOYEE RESOURCE GROUPS (ERGS). Thesecan provideaplatform foremployees from di-
versebackgrounds to share experiences and support each other
PROVIDETEAMBUILDING ANDCOLLABORATION
OPPORTUNITIES.These canbuild trustand camaraderie, which areessential forapsychologically safe space.
PROMOTE RESPECTAND ORGANIZATIONAL VALUES. By aligningactions andbehaviors with organizational values, companiescan create aculturethatpromotes both civilityand safety. >>
>> HOW DO ORGANIZATIONS ADDRESS NON-WORK ISSUES?
Most take a relatively passive approach, emphasizing the importance of respect and values. Few actively facilitate or encourage direct conversations, and even fewer bar conversations.
Most (69 percent) emphasized showing mutual respect. Others (58 percent) emphasized sticking to the organization’s values and mission. Only 19 percent said they facilitate conversations on contentious issues. Here are key takeaways from the survey:
35 percent of organizations have experienced issues with incivility among employees at work
21 percent of responders were concerned the 2024 presidential election caused discord or negatively impacted relationships at their organization.
43 percent are concerned that political divisions negatively impact employees’ emotional and mental well-being.
GREATPLACE TO WORK.
We take prideincreatinga work environmentwhere teammatesfeel valued, supported,and motivatedtogrow—whetherthey’re in our showrooms, warehouses,atthe counter, or behind thewheel.Across every role,Benderoffers career pathsthatkeepour team engaged, challenged,and inspired.
53 percent are concerned about other societal conflicts and issues negatively impacting employees’ emotional and mental well-being
14 percent indicated employees vocally share their opinions on contentious, non-work-related topics. (This may suggest that a small portion of employees are stirring the pot with incivility.)
74 percent believe their organization is diverse in terms of politics, race/ethnicity, LGBTQ+, etc.
43 percent believe some people in their organization might feel isolated or excluded due to one or more aspects of their identity, such as political beliefs, religion, and race/ethnicity.
Bob Helbig is media partnerships director at Energage, a Philadelphia-based employee survey firm. Energage is the survey partner for Top Workplaces.
5Trendsat Work
WhatNew Statistics areShowing
by Bob Helbig, Energage
Across industries,hereare five majorthemesshaping themodernworkplace, accordingtoBucketlist, a Vancouver-based employeerecognition company, which justreleased atreasuretrove of interesting data around theworkplace.
1. FlexibilityisHere to Stay
Hybrid and remote work aren’t justpandemic-era s tions; they’vebecomefoundationaltohow people w Bucketlist says. Employees areseeking autonomy o when andwhere they work,and organizations that flexibilityare seeingstrongerretention, higher prod ty,and broader talent pools. Theoffice hasn’t disap butits role haschanged. Amongemployees whoar exclusivelyremote,6in10said they were “extre likely to change companies” if notoffered re flexibility.Another interesting data point: R andhybridrolesattract 60 percent of job a tions, yettheyaccount forjust20 percent o postings, suggestingmanycompanies are no offeringwhat employeesare seeking.
2.Recognition has Moved Beyond
‘Nice to Have’
Recognition of workplace accomplishments is nol a soft benefit It’s directly linked to engag
oluwork, over offer ductivippeared, e mely mote Remote pplicafjob ot onger
seen as asoftbenefit It sdirectlylinkedtoengagement, performance, and retention —and employeesare asking formoreofit, Bucketlistsays. Employeeswant recognition that is timely,meaningful, and visibleacrossthe organization. When done right, recognition cancreatea cultureofappreciationthatdrivesrealbusiness outcomes. And here’s aremarkable stat:Employees whofeelrecognizedare 73 percent less likelytoexperienceburnout, Bucketlistsays. >>
>> 3. Well-being Demands Real Investment
Mental health and well-being have taken center stage. Stress, burnout, and disengagement are at all-time highs, especially among younger generations and frontline teams, Bucketlist says Employees expect more than surface-level perks; they want to feel genuinely supported. This means rethinking workloads, building psychological safety, and giving people permission to unplug, Bucketlist says. Another compelling data point: 92 percent of workers say it is very important to them to work for an organization that values their emotional and psychological well-being.
4. Growth is a Two-way Commitment
Workers want more than a paycheck. They want clear paths to growth, Bucketlist says Whether through reskilling, upskilling, or cross-functional learning, development is becoming a make-or-break factor in retention. Organizations
that invest in their people signal that they care about their future and that builds trust, loyalty, and long-term performance. Consider this: 68 percent of workers are aware of coming disruptions in their fields and are willing to reskill to remain competitively employed, Bucketlist says
5. Culture Still Wins
The most resilient organizations are those with strong cultures rooted in trust, recognition, purpose, and adaptability, Bucketlist says These aren’t things that happen by accident. They require systems, commitment, and a willingness to evolve The best companies do it right, Bucketlist says: 71 percent of highly engaged organizations recognize their employees for jobs well done
Bob Helbig is media partnerships director at Energage, a Philadelphia-based employee survey firm. Energage is the survey partner for Top Workplaces
We areFairfieldCounty’spremier senior careprovider,offering services on our campus or in homes.Weare adedicatedteam ofnurses, CNAs,therapists,social workers, homemakers, chefs, dining services assistants,facilities and environmental services workers, fundraisers,employee relations, IT support staff, adevelopment staff, and administrators.
4200 Park Avenue, Bridgeport, CT 06604 203-365-6400 Scan the QR code for alist of career opportunities or visit mozaicsl.org/careers WE ARE ATOP WORK PLACE OF 2025.
How can you keep your career on track, moving toward your goals? Here are some steps to consider:
1. DO A HAPPINESS CHECK
Are you genuinely happy and growing? Or are you just covering the bills? If it feels like a dead end, it’s time for a change.
2. FIND A CAREER COACH
If you have access to Catalytic Coaching, you’re ahead of the game Your direct manager acts as a coach, guiding you through development If you don’t, consider hiring an executive coach to help chart your path forward.
3. BEGIN WITH THE END IN MIND
Look deeply and ask yourself fundamental questions like, “What do I really want to achieve?” Imagine the path to get there, and start taking steps.
4. FIND YOUR SPECIAL PURPOSE
Aim for work that aligns with your talents and what you enjoy. Tools like Gallup’s CliftonStrengths and Marcus Buckingham’s StandOut Assessment can help you identify what drives you.
5. STRATEGIZE FOR PROGRESS
If your current job doesn’t support your career aspirations, plan a path forward. Even small steps in the right direction—like moving to a different department—can set you on track.
6. EXECUTE THE PLAN
Every job that doesn’t contribute to your goals is just procrastination. So, take action and make it count
We believeineverythingwedoour emphasis needstobeon living well andlovinglife. We want ourresidents andtheir families to be proudtocallour communities home. Thank youtoour dedicated care teams, whonot only care forbut also care deeply aboutour residents andtheir qualityoflife.
Find aNorthbridge Communitynearyou:NorthbridgeJobs.com
Farmington Simsbury
NorthbridgeCommunities -now in Farmington andSimsbury-where residents enjoyengaging activities, personalized care,and atruesense of community.Whether it’s lively social gatherings, wellness programs designedtoenhance wellbeing, or savoring chef-preparedmeals,every day is filled with opportunities to connect, thrive,and embrace lifetothe fullest.
morelikeanendurancetesttowardretirement. He reachedhis pensiongoal,but histruepurpose emergedonlyafter retiring: to read everybookthatmatteredtohim—a “career”inlifelong learning that he pursued passionately to theend of hisdays.
Ilearned from my father’s experience. Watching himgrind throughthose last years, Imadeavow to neverstayinaposition that drained my soul.Whenmyjob at Exxon startedfeeling less likeacareer and morelikeajob,Imoved on. That decision set me on apathtoa role that’s givenmealmostlimitless room to grow
If you’re ever in an audiencewhere Iask,“Howmanyof youhave acareer?” Ihope you’ll raise your hand proudly andconfidently
Gary MarkleisChiefCatalystatCatalytic Coachingand senior businesspartner with Energage.Energageisthe survey partner for TopWorkplaces.
