6.26.22 SB_K by stltoday.com

For profiles of all of the companies featured in this section, go to stltoday.com/business/workplaces

TOP WORKPLACES 2022

JUNE 26, 2022

COLTER PETERSON, POST-DISPATCH

MISSOURI’S LARGEST CREDIT UNION 360,000+ Members Can’t Be Wrong

Proud to be a St. Louis Top Workplace.

Must qualify for membership. $1 share deposit required. Federally insured by NCUA. 2 TOP WORKPLACES • ST. LOUIS POST-DISPATCH • 06.26.22

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Thank you to our teammates – you are the reason we are a Top Workplace. Your great work, exceptional client service and outstanding professionalism create a Team Daugherty culture worth celebrating.

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06.26.22 • ST. LOUIS POST-DISPATCH • TOP WORKPLACES 3

WHEN YOU DO ALL THE RIGHT THINGS, YOU STAND ABOVE THE REST.

The Hartford is proud to celebrate the top workplaces of 2022. Congratulations on this well-deserved recognition. TheHartford.com

The Hartford® is The Hartford Financial Services Group, Inc. and its subsidiaries. 22-BD-1399642 © July 2020 The Hartford

4 TOP WORKPLACES • ST. LOUIS POST-DISPATCH • 06.26.22

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INSURANCE DESIGNED FOR YOUR BUSINESS AND YOUR WORKFORCE.

Business Insurance | Workers’ Compensation | Employee Benefits

The Buck’s Got Your Back® The Hartford Financial Services Group, Inc., (NYSE: HIG) operates through its subsidiaries, including underwriting companies Hartford Life and Accident Insurance Company and Hartford Fire Insurance Company, under the brand name, The Hartford®, and is headquartered at One Hartford Plaza, Hartford, CT 06155. For additional details, please read The Hartford’s legal notice at www.TheHartford.com. 22-BD-1399810 © July 2020 The Hartford stltoday.com

06.26.22 • ST. LOUIS POST-DISPATCH • TOP WORKPLACES 5

‘We empower them’ Why Top Flite Financial is one of St. Louis’ Top Workplaces — again BY AUSTIN HUGUELET

St. Louis Post-Dispatch

RICHMOND HEIGHTS 4 The secret is out about Top Flite Financial. For the second year in a row and the third time in four years, the mortgage lender took orst place among small companies in the PostDispatch9s annual Top Workplaces survey. And it9s no wonder why: Their bosses meticulously maintain a positive ooce culture. Most employees make six ogures, and they get shots at bonuses every week. And they specialize in a part of the mortgage business that helps people down on their luck in big ways. Business is good, too. The St. Louis Top Flite branch generates more revenue than any other across the country and drives a majority of the company9s business. Headcount at the ooce in Richmond Heights is closing in on 100, up from 80 last year and from a dozen six years ago. <It9s

Top Flite Financial Address 1034 South Brentwood Boulevard, Suite 1910, Richmond Heights Website topnitecd.com Phone 314-748-1313 Founded 2016 Description Mortgage lender a fun environment,= said Todd Feager, one of the ooce9s leaders. <It9s loose, but serious. We hire motivated people and we empower them.= It was part of the plan from the beginning six years ago, when Feager and a handful of others left jobs at other orms to start their own. Please see TOP FLITE, Page 10

2022 TOP WORKPLACES, SMALL Rank 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38

CHRISTIAN GOODEN, POST-DISPATCH

Hannah Cho, center, proves she has a winning number on Tuesday, June 8, 2022, during a prize giveaway for Top Flite Financial in the company9s Richmond Heights ooce. Employees met earning goals so managers gave away prizes, including $5,000. 6 TOP WORKPLACES • ST. LOUIS POST-DISPATCH • 06.26.22

39 40 41 42 43 44 45 46 47 48 49 50 51 52 53

Company name Top Flite Financial, Inc. Twain Financial Partners KellyMitchell Group, LLC Krilogy® DriveCentric Title Partners Agency, LLC American Metals Supply Co Circa Properties Fairway Independent Mortgage Corporation The Simon Law Firm, P.C. Secure24 Alarms Total Quality Logistics 4 TQL Southwestern Hearing Centers Agile Defense Homestead Financial Mortgage StraightUp Solar Civil Design CC3 Solutions Rossman School Miracle-Ear Design Aire Heating and Cooling Flat World Global Solutions Maryville Consulting Group, Inc. Mungenast St Louis Acura KnowledgeLake, Inc. McClure Engineering ITF GROUP LLC Technology Partners Kforce ICON Agility Services Buildingstars International Altus Properties CCIMW, LLC Air Comfort Service, Inc. Heating & Cooling National Design Build Services Sunset Transportation HOK Northwestern Mutual 4 St. Louis Amitech Solutions Crescent Parts & Equipment Concordia Publishing House 1904labs Dodge Moving & Storage Ideal Landscape Group New American Funding Parkside Financial Bank & Trust Wyman Center Delmar Mortgage Coastal Carriers Westport Pools, Inc. Sachs Electric Parents as Teachers Facilisgroup

Year founded 2002 2013 1998 2009 2010 2006 1962 2007 1996

Ownership Private Partnership Private Private Private Private Private Private Private

U.S. headquarters Brentwood St. Louis St. Louis Creve Coeur St. Louis St. Louis Hazelwood St. Louis Madison, Wis.

2000 2007 1997 1947 1998 1998 2006 1996 2017 1917 2000 1904 2006 1994 1986 1990 1953 2012 1994 1962 1992 1994 2012 2011 1969

Private Parent company Private Private Private Private Private Private Private Non-proot Private Private Partnership Private Private Private Private Private Private Public Private Private Private Private Private

St. Louis Earth City Cincinnati St. Charles Reston, Va. Chesteroeld St. Louis St. Louis Des Peres St. Louis Earth City Maryland Heights O9Fallon, Mo. St. Louis Ballwin St. Louis St. Louis St Charles St. Louis Tampa Chesteroeld Maryland Heights St. Louis St. Charles St. Louis

2007 1989 1955 1857

Private Private Partnership Cooperative/Mutual

St. Louis St. Louis St. Louis Milwaukee

1999 1944 1869 2016 1902 1985 2003 2008 1898 1966 1999 1967 1925 1984 2006

Private Private Non-proot Private Private Private Private Private Non-proot Private Private Private Private Non-proot Public

St. Louis St. Louis St. Louis St. Louis Earth City St. Louis Tustin, Calif. Clayton Eureka St. Louis Troy, Mo. Maryland Heights St. Louis St. Louis St. Louis stltoday.com

THE CAREER YOU NEVER KNEW YOU WERE LOOKING FOR! WORK HARD, PLAY HARD! At Miracle-Ear Midwest, we transform the way hearing healthcare is perceived and experienced worldwide and we break the status quo.

A TEAM OF CHAMPIONS! At Miracle-Ear Midwest, we pride ourselves on being at the forefront of the hearing healthcare industry. Our culture is second to none.

WE CHANGE LIVES! At Miracle-Ear Midwest our goal is to equip people to rediscover the unforgettable emotions of sound everyday. We set the standard.

We’re looking to train the next generation of hearing care professionals with a passion for helping others. We have exciting careers available! Whatever you’re looking for, Miracle-Ear has an opportunity for you! PTO, Healthcare, 401K Benefits! Generous Compensation! Great Company Culture! Annual Reward Beach Vacations! Opportunities for International Award Trips! Fun Themed Events & Parties! Ongoing Support & Training! An Environment Where You Can Grow!

Visit miracleearusa.com/careers to learn more!

THANK YOU to our employees for making us a Top Workplace! GFIDIGITAL.COM/CAREERS

The phrase “People driven. Technology focused.” is the foundation of the company’s culture when it comes to customers and employees alike. Multiple programs to help employees stay happy and engaged have been developed over the office technology company’s 23 years. Some are focused around wellness and individual well-being and others are team driven with a focus on building relationships within departments and inter-departmentally.

There are career paths set up in each department so employees who are driven have a potential opportunity to advance. Leadership development is also available to potential leaders as they are identified. You can start & grow your career in IT with GFI Digital and really make your career what you want it to be.

stltoday.com

06.26.22 • ST. LOUIS POST-DISPATCH • TOP WORKPLACES 7

BR A N D AV E. ST U DIOS CON T EN T

A global life science company is committed to impacting life and health with science Sponsored content by Damen Wolcott, Brand Ave. Studios contributing writer

MilliporeSigma is a global life science company that aims to impact life and health with science. One of the company9s four global <Hubs= (larger group of facilities) is in St. Louis. MilliporeSigma9s mission is to shape the future of life science with life-saving therapies, diagnostics, preventative solutions, sustainable offerings and breakthrough technologies. <The science and the people at MilliporeSigma are in a league of their own,= says Courtney Moore, a process development supervisor. <I enjoy the work I do because I get to collaborate with other talented scientists to solve the issues of the world,= Moore says of the top workplace. Employees work to drive scientioc breakthroughs with the global scientioc community, encourage each other to challenge the status quo and be innovative, and foster an inclusive environment where individuals excel and feel comfortable bringing their best selves to work. MilliporeSigma prides itself on innovation beyond the lab and manufacturing noor, and that nonlinear thinking also shines through its community engagement programs. One recent example is MilliporeSigma9s Curiosity Cube® 4 a retrootted shipping container that features hands-on science experiments designed to spark student interest in STEM careers. <Can a shipping container inspire a generation of scientists?= says Daniel Sherling, head of global social media and digital communications at

We are

Curious Minds dedicated to

human Progress PHOTO PROVIDED BY MILLIPORESIGMA

MilliporeSigma. <Short answer is yes. Those sparks can turn into curiosity. And that curiosity can turn into a passion.=

Our purpose is to impact life and health with science MilliporeSigma.com

To date, the Curiosity Cube, an idea that originated at the company9s St. Louis site, has helped educate more than 100,000 students on the possibilities of STEM careers through tours around the globe. One aspect of the Curiosity Cube initiative is to try to reach students who might not otherwise be exposed to careers in STEM. Eventually, that could change the face and practice of science. <Diversity is a company9s most valued, but often untapped resource,= says Floy Stewart, a St. Louis-based R&D scientist for MilliporeSigma. <It9s through diversity that we gain a variety of ideas, experiences and mindsets inherent to our success.= For more information about a career at MilliporeSigma go to emdgroup.com/careers.

MilliporeSigma is the U.S. and Canada Life Science business of Merck KGaA, Darmstadt, Germany.

This content was produced by Brand Ave. Studios. The news and editorial departments had no role in its creation or display. Brand Ave. Studios connects advertisers with a targeted audience through compelling content programs, from concept to production and distribution. For more information contact sales@brandavestudios.com.

8 TOP WORKPLACES • ST. LOUIS POST-DISPATCH • 06.26.22

© 2022 Merck KGaA, Darmstadt, Germany and/or its affiliates. All Rights Reserved. MilliporeSigma and the vibrant M are trademarks of Merck KGaA, Darmstadt, Germany or its affiliates. All other trademarks are the property of their respective owners. Detailed information on trademarks is available via publicly accessible resources. 42400 06/2022

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BR A N D AV E. ST U DIOS CON T EN T

At PARIC, core values are at the heart of the company’s foundation Sponsored content by Mary McHugh, Brand Ave. Studios contributing writer

For Brian Stoesz, PARIC9s core values aren9t just listed on the company9s website or framed and hung on a wall and forgotten. <Our core values renect who we are, the fundamental principles that shape us as a company and how we conduct business,= says Stoesz, project manager for PARIC, one of the largest privately held companies in the Midwest. <Our values make up the foundation of excellence that we strive to achieve every single day, with our employees, our clients and our community.=

TO GET IT BUILT, WE BUILD ON TALENT

PHOTO PROVIDED BY PARIC

As a general contractor, construction manager and design/build orm, the company9s family orst motto is key to its success, Stoesz says. <Not only does everyone work hard to get the job done,= he says. <But everyone works hard for each other. <When you think about it, what we provide will be around for generations, whether it9s a hospital, university or industrial plant. At PARIC, we have employees who were on the ground level of planning for some of these projects and are now, decades later, working to renovate them. Or the next generation of their family is. That9s a powerful punch in terms of creating and developing the highest caliber talent and using those skills to make a positive difference in the lives of not only each other, but those of our clients and partners.= Stoesz says the company has an unwavering commitment to hiring the best in the industry, providing every employee stltoday.com

with top-notch training, compensation, beneots and career development. Behind the building efforts and developing tools that transform today9s construction sites and the city9s skyline, PARIC employees are continually giving back at annual community outreach events, participating in mental wellness awareness activities such as Suicide Prevention Month, and being recognized for their work to promote diversity and inclusion. For more information, visit paric.com. SELF-PERFORM COMMUNITY PARTNER PRECISION PLANNING INSPIRED PEOPLE ENHANCED PROCUREMENT

Over four decades of building have shown us that our determination is far tougher than any problem. And that creativity, experience, and the right team can overcome even the most complicated challenges. This content was produced by Brand Ave. Studios. The news and editorial departments had no role in its creation or display. Brand Ave. Studios connects advertisers with a targeted audience through compelling content programs, from concept to production and distribution. For more information contact sales@brandavestudios.com.

As much as any structure, we build opportunity. Visit paric.com/careers and join our team today.

WE BUILD ANSWERS

06.26.22 • ST. LOUIS POST-DISPATCH • TOP WORKPLACES 9

Top Flite From 6

They knew it wouldn9t be an easy process: They had to spend a lot upfront to get started, and their competitors had better, more established models, plus a monopoly on most of the existing talent. But they ogured that if they hired motivated, positive people, they could train them on the oner points of mortgage lending and build a solid foundation for their business. They had to make some tough calls early on. Some of the early employees were hard to work with, but good for the bottom line when the company really needed it. But Feager and his business partner, Dave Bray, recalled previous jobs where egos ran amok, and let them go anyway. <Someone that has a bad attitude on a consistent basis, that9s a problem for our culture,= Feager said. <It would not matter how much production they brought in, we would not keep them here.= Over time, Feager and Bray got enough good people trained up and selling. Many of the employees came from jobs in the service sector, so they had experience dealing with stress and people. Once they started having success, they recruited their friends to join them. And as the company grew, the bosses made sure to share the wealth. They bought a game show-style prize wheel and started having employees from each department spin for cash bonuses of more than $1,000 every week. Monthly, quarterly, and

annual prizes are even bigger; The yearly cash prize tops out at $10,000, and there9s usually a vacation package on ofer. <They really reinvest,= said Nick Tsymberov, who left a job at a restaurant to become a Top Flite loan oocer. Last year, Top Flite also invested in a new, modern ooce with all the bells and whistles. Employees can sit or stand at adjustable desks and do their work before two or three super-sized computer screens. They can grab free cappuccino and espresso at the Starbucks machine in the kitchen or sparkling water at a machine nearer the desks. Next to that is an ad hoc putting green, where workers can practice their golf strokes. Oh, and there are free haircuts on Fridays. <The boys line up for that,= Bray said. Then there9s the job, which may be the best selling point of all. Top Flite specializes in helping people with less-than-perfect credit use mortgage loans to pay of high-interest debts. Many times when an employee gets of the phone with a client, they9ve helped someone cut hundreds of dollars of their monthly debt payments and put a pile of extra money in their bank account. <You9re changing a lot of people9s lives,= said Billy Jones, one of Top Flite9s sales managers. That feeling can help convince employees that Top Flite isn9t just somewhere they work temporarily to make money, but a place they can build a career. <Doing well by doing good,= said Bray. <It makes the job,= said Feager. Austin Huguelet 314-788-1651 @ahuguelet on Twitter ahuguelet@post-dispatch.com

2022 TOP WORKPLACES, SMALL Rank 54 55 56 57 57 58 59 60 61 62 63 64 65 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80 81 82 83 84 85 86 87 88 89 90 91 92 93

CHRISTIAN GOODEN, POST-DISPATCH

Ali Feagar, 7, canvasses for customers on Tuesday, June 8, 2022, while selling treats at Top Flite Financial9s Richmond Heights ooce. The company again placed high in the Top Workplaces survey. Ali is the daughter of Top Flite Financial Division Manager Todd Feager. 10 TOP WORKPLACES • ST. LOUIS POST-DISPATCH • 06.26.22

94 95 96 97 98 99 100 101 102

Year Company name founded Timberland Partners 1992 Veterans Care Coordination 2011 Artur Express 1998 Youth In Need 1974 Lutheran High School South 1957 Tiger Plumbing, Heating, Air 1993 Conditioning & Electrical Services KAI Enterprises 1980 Coltrane Systems 2013 Midwest Elevator Company, Inc. 1998 CARFAX 1984 Horner & Shifrin, Inc. 1933 Elite Orthopedics LLC 2015 Residential Home Health, 2018 Hospice and Palliative Experitec Inc. 1975 Object Computing, Inc. 1993 Provident Behavioral Health 1860 Foundation Recovery 2016 Systems 4 St. Louis EPIC Systems 1995 U.S. Paint Corporation 1931 Mosby Building Arts, LTD 1947 Sunrise R-IX School 1952 Unity Hospice 1992 SpearTip 2005 Bastian Solutions 1952 NewGround 1913 Hager Companies 1849 Store Supply Warehouse, LLC 1994 Illinois Center For Autism 1977 Geotechnology 1984 Axiom Product Administration 2015 Dedicated Senior Medical Center 1994 CAPREIT 1993 Chenega MIOS 2010 Turnberry Solutions 2001 Cross Country Healthcare, Inc. 1986 United Rentals Inc. 1997 North Star Insurance Advisors 2015 Associated Bank 1861 Jerry Kelly Heating & Air 1977 Conditioning, Inc. Wise F&I 1989 Focal Pointe Outdoor 1998 Solutions, Inc. The Watering Bowl 2010 Balto Software 2017 Illinois Heartland Library System 2011 Electro Savings Credit Union 1941 Marco Technologies, LLC 1973 Golden Oak Lending 2001 Connectria, LLC 1996 US Cloud 2017 CK Supply, Inc. 1948

Ownership Private Private Private Non-proot Non-proot Private

U.S. headquarters Bloomington, Minn. Lake Saint Louis Hazelwood St. Louis Collinsville St. Louis

Private Private Private Public Private Private Parent company

St. Louis St. Louis Centreville St. Louis Chesteroeld Glen Carbon Chesteroeld

Private Private Non-proot Private

St. Louis St. Louis Virginia Beach St. Louis

Private Private Private Public Private Private Public Private Private Private Private Private Private Private Private Parent company Private Public Public Private Public Private

St. Louis St. Louis De Soto Skokie, Ill. St. Louis Carmel, Ind. St. Louis St. Louis Bridgeton Fairview Heights St. Louis O9Fallon, Mo. Miami Rockville, Md. Lorton, Va. Blue Bell, Penn. Boca Raton, Fla. Stamford, Conn. Wentzville Green Bay, Wis. St. Peters Fenton

Public Private

Caseyville St. Louis

Private Private Government Non-proot Private Private Private Private Private

St. Louis Edwardsville St. Louis St. Cloud, Minn. St. Louis St. Louis St. Louis St. Louis

stltoday.com

2022 2021

2020

2019

2018

2017

Horner & Shifrin is proud to be recognized as a Post-Dispatch Top Workplace for the sixth consecutive year! Thank you to our Employee-Owners, whose hard work and commitment to quality have made H&S a great place to work in St. Louis for more than 88 years. Interested in joining our growing team? Visit www.hornershifrin.com/careers

WE’RE HIRING! We are honored to be recognized as a 2022 St. Louis Post-Dispatch Top Workplace! And we are always looking for bright, enthusiastic people who enjoy helping others and making an impact to join our team.

A Quick Look at our Benefits Medical, Dental, Vision, Life & Disability Insurance

HAVE FUN AT WORK!

Paid Vacation & Sick Time 11 Paid Holidays Each Year

401(k) Retirement Plan with Company Match

Career Growth Opportunities

Company-Based Bonuses

#OneMidland Culture

Ready to Start Your Career at Midland? Visit midlandsb.com/careers to view current job opportunities.

Super Flexible Schedules

Employee Perks

Active, Lively Positions

Working on days that fit your schedule best

Scholarships & discounts available

Training provided for all positions

APPLY TODAY VettaSports.com/Jobs Equal Opportunity Employer. Member FDIC. stltoday.com

midlandsb.com | 855-696-4352 06.26.22 • ST. LOUIS POST-DISPATCH • TOP WORKPLACES 11

Brown & Crouppen invests in employees BY KATIE KULL

St. Louis Post-Dispatch

Folks around St. Louis may know Brown & Crouppen as the law orm with the splashy advertisements, notable TV spots and robust social media presence. Others may know it as one of the Midwest9s largest personal injury orms, boasting $1 billion in compensation for its clients. But for some of the more than 275 people who work there, the word <family= comes up more often than <orm= in conversation. <I9ve been around the block when it comes to employers, and this has been the best place I could9ve landed,= said paralegal Jennifer Royer. <Everybody is open, accountable, supportive. It really is truly a family.= Sentiments like Royer9s have put Brown & Crouppen at the top of this year9s list of midsize companies in the Post-Dispatch9s Top Workplaces survey. The orm, established in 1979, has ooces all

Brown & Crouppen, P.C. Address 211 North Broadway, Suite 1600, St. Louis Website brownandcrouppen.com Phone 888-803-1307 Founded 1979 Description Injury law over the St. Louis region and a site in Kansas City. It9s working on a major renovation of its new headquarters building on The Hill in the 90,000-square-foot former Magic Chef oven manufacturing plant on Daggett Avenue. Managing partners Ed Herman and Andy Crouppen said employee welfare was at top of mind with the design. Please see BROWN, Page 15

TOP WORKPLACES, MIDSIZE CATEGORY Rank 1 2 3 4

5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45

ZACHARY CLINGENPEEL, POST-DISPATCH

From left, Andy Crouppen and Ed Herman pose for a portrait in front of the site of their new ooce in The Hill, a former warehouse, in St. Louis on Wednesday, June 1, 2022. 12 TOP WORKPLACES • ST. LOUIS POST-DISPATCH • 06.26.22

46 47 48

Company name Brown & Crouppen Law Firm Wood Brothers Realty Benjamin F. Edwards & Co. Hofmann Brothers Heating, Air Conditioning, Plumbing, Electrical & Appliance Repair Guild Mortgage Company Cosmos Corporation Anders Minkler Huber and Helm LLP Charles L. Crane Agency Company Renaissance Financial Corporation CSC Orchard Farm R-V School District TJ Wies Contracting, Inc. Budrovich Companies Moneta ARCO Construction Company National Medical Billing Services Panda Restaurant Group Core & Main USA Mortgage, a Division of DAS Acquisition Company, LLC Booz Allen Hamilton RedKey Realty Leaders PERFICIENT GFI Digital Accenture Midland States Bank HDIS ACME Constructors Leonardo DRS 4 Land Systems Buckingham Wealth Partners Sandberg Phoenix & von Gontard P.C. Concordia Plan Services Woodard Cleaning & Restoration Donald Danforth Plant Science Center CliftonLarsonAllen LLP Burns & McDonnell TricorBraun Vetta Sports Utilitra Distribution Management Inc. St. Patrick Center Mid-America Trasnplant UNCOMN, LLC Brewer Science Inc Kuna Foodservice Medical Transportation Management, Inc. Carboline Company Scott Credit Union PARIC Corporation

Year founded 1979 2011 2008 1989

Ownership Private Private Private Private

U.S. headquarters St. Louis St. Louis St. Louis St. Louis

1960 1980 1965

Private Private Partnership

Chesteroeld St. Peters St. Louis

1885 1994 1899 1959 1994 1946 1869 1992 2003 1973 2017 2001

Private Private Private Public Private Private Private Private Private Private Private Partnership

St. Louis St. Louis Wilmington, Del. St. Charles Lake Saint Louis St. Louis St. Louis St. Louis St. Louis Rosemead, Calif. St. Louis St. Louis

1914 2012 1997 1999 1989 1881 1986 1947 1969 1994 1979

Public Private Public Private Public Public Private Private Private Parent company Private

McLean, Va. St. Louis St. Louis Maryland Heights Chicago Eongham, Ill. Olivette St. Louis Bridgeton St. Louis St. Louis

1965 1946 1998

Non-proot Private Non-proot

St. Louis St. Louis St. Louis

1953 1898 1902 1988 1999 1972 1983 1974 2010

Partnership Private Private Private Private Private Non-proot Non-proot Partnership

1981 1918 1995

Private Private Private

Minneapolis Kansas City St. Louis St. Louis Edwardsillve St. Charles St. Louis St. Louis Scott Air Force Base Rolla Dupo Lake Saint Louis

1947 1943 1979

Public Non-proot Private

St. Louis Edwardsville St. Louis stltoday.com

BR A N D AV E. ST U DIOS CON T EN T

A family environment, long-term advancement opportunities abound at Lou FuszAutomotive Network Sponsored content by Cameron Aubernon, Brand Ave. Studios contributing writer

For almost 70 years, Lou Fusz Automotive Network has helped many in St. Louis hit the road in the cars and trucks of their dreams. Through the decades and changes in the automotive industry, Lou Fusz has been there to meet the needs of their customers with not only the latest and greatest from Detroit, Korea and Japan, but with outstanding customer service to match.

PHOTO PROVIDED BY LOU FUSZ AUTOMOTIVE NETWORK

Lou Fusz9s exemplary employee retention shows it9s a great place to work as well. The owners are multi-generational Fusz staff, and so are a lot of their 900-plus employees.

Voluntary beneots are also offered, such as short-term disability. Packages like these are just some of the ways Lou Fusz stands out from the rest of the industry.

<I started (with Lou Fusz) in 1987,= says P.J. Olsen, human capital manager for Lou Fusz Automotive Network. <I started out as a biller making $5 an hour. It was going to be a temporary position.=

Happy employees say the biggest reason to consider a career with Lou Fusz Automotive Network is the strong sense of community and career growth opportunities.

Thirty-ove years later, Olsen says the biggest reason she, along with many longtime employees, has been with Lou Fusz for so long is the network9s familyoriented environment.

<We have a lot of career-pathing,= says Olsen. <We do more employee development training now than we ever did before. If someone gets into the Lou Fusz Automotive Network and they want to grow, the opportunities are endless.=

Because of the long-lasting bonds throughout the Lou Fusz Automotive Network, Olsen says the network has been able to celebrate several milestones among its vast employee base, including a few reaching their 40th year with Lou Fusz. Retirements, marriages, the birth of a new child, the loss of a family member 4 all such moments are an opportunity for the owners and employees to support and celebrate each other.

To learn more about Lou Fusz Automotive Network, visit fusz.com.

Lou Fusz also has outstanding beneots packages. Paid beneots for qualifying employees include health insurance, life insurance, long-term disability and 401K.

stltoday.com

06.26.22 • ST. LOUIS POST-DISPATCH • TOP WORKPLACES 13

Get in on the fun! Come join one of the St. Louis Post-Dispatch’s Top Workplaces today.

TALENT UNMATCHED www.sandberglife.com 314.231.3332 The choice of a lawyer is an important decision and should not be based solely on advertising.

HERE’S TO OUR LIFESAVING TEAM! Thank you for making Mid-America Transplant one of the St. Louis area’s Top Workplaces.

Looking for a career with meaning? At Mid-America Transplant, you can make a difference every single day. Join us in our mission to save lives through excellence in organ and tissue donation. MIDAMERICATRANSPLANT.ORG/CAREERS 14 TOP WORKPLACES • ST. LOUIS POST-DISPATCH • 06.26.22

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ZACHARY CLINGENPEEL, POST-DISPATCH

At left, Andy Crouppen, a managing partner of Brown & Crouppen, points to the ceiling of the site of their new ooce in The Hill in St. Louis on Wednesday, June 1, 2022. Right, Ed Herman, a managing partner, opens up a metal sliding door at the site of their new ooce. Herman hopes to keep the door once they are done constructing their new work space.

Brown From 12

They plan to build a large courtyard gathering space, emphasize natural light and create diferent ooce styles to meet people9s needs 4 some with peace and quiet like a library and another for folks who like to work in a buzzing cofee shop atmosphere. They9re also hoping to install a rock climbing wall, make the ooce pet friendly and is buying golf carts and bicycles to encourage people to get out into the neighborhood. But even with all that investment, the orm isn9t planning on stopping people from working from home. Herman said that people will have laptops with docking stations at the ooce so they can come and go as they please. <We9ve got to make it a place that they want to be,= he said. <We9re looking at this as a competitor to their home ooce.= Employees said that kind of latitude and care are some of the reasons they like working for Brown & Crouppen. <We have great nexibility when it comes to our schedules or paid time of, and also with the little things,= Royer said. <There9s never any stltoday.com

TOP WORKPLACES, MIDSIZE CATEGORY Rank 49 50 51 52 53 54 55 56 57 58

Company name Midwest BankCentre Treats Unleashed Marsh McLennan Agency Wunderman Thompson Health St. Louis ICL The Gori Law Firm Ungerboeck Volpi Foods Youth in Need Together Credit Union

Year founded 1906 2003 2009 1997

Ownership Private Private Public Parent company

U.S. headquarters Chesteroeld Chesteroeld White Plains, NY New York City

1929 2008 1985 1902 1974 1939

Private Private Private Private Non-proot Private

Creve Coeur Edwardsville O9Fallon, Mo. St. Louis St. Charles St. Louis

backlash if my kid9s school called and I need to leave. Everybody really works as a team.= Andrea Friedhof, another paralegal, said she felt that collaborative atmosphere almost immediately after moving from another orm to Brown & Crouppen roughly six years ago. <They really do care about everyone that walks through the doors and they really do understand that culture is built from the ground up,= she said. <They show that with how much time and attention that they spend with their employees.=

Kimberly Foppe said that attention spurred her to advance in her own career. She started working at Brown & Crouppen nearly seven years ago as a paralegal and became so interested in the law and inspired by the orm9s attorneys that she decided to apply for law school. The orm9s leadership was immediately supportive, she said. She transitioned from a paralegal to law clerk and started shadowing attorneys, helping with research and drafting pleadings.

With a nexible work schedule that gave her time to study, she graduated from law school this year. And when she passes the bar exam, Foppe said she9ll become an attorney at Brown & Crouppen. <They want to invest in their employees,= she said. Herman, the managing partner, said that investment also expands beyond the workplace. Leaders try to be cognizant of people9s personal lives and want to provide support where they can. <With what we do for a living, so much of what we see is we9re suing companies that are putting proots over people,= he said. <We9ve seen the efect of that, and it always strikes us as greedy and just not caring about fellow human beings.= And, he said, when employees are happy, it comes through to clients. <You have to demonstrate what it looks like to be accommodating and considerate and empathetic,= he said. <In all the things we do, we9re trying to improve the employee experience.= Katie Kull 314-340-8087 @KatieKull1 on Twitter kkull@post-dispatch.com

06.26.22 • ST. LOUIS POST-DISPATCH • TOP WORKPLACES 15

Support, family environment help Berkshire Hathaway succeed BY STEPH KUKULJAN

St. Louis Post-Dispatch

ST. LOUIS 4 Berkshire Hathaway HomeServices Select Properties once again earned orst place among large-size employers in this year9s Top Workplaces survey. Employees say the real estate orm9s dedication to providing resources and support make it an easy company to work for, especially as it navigated the coronavirus pandemic and a frenetic home market over the past year. <We have more of an emphasis on culture to make sure everyone is happy,= said Matt Bruns, managing broker. <I don9t think you9re going to ond as much resources and support at other companies.= Bruns joined the company in 2014, where he worked alongside his grandmother and her business partner. He learned from them as well as other coworkers who provided help and insight over the years, including Select Properties President and CEO Maryann Vitale Alles. <She could have told me no or pushed me of,= Bruns said. <She accepted a lunch with me and she didn9t know me at the time.= Please see BERKSHIRE, Page 18

Berkshire Hathaway HomeServices Select Properties Address 12851 Manchester Rd, Ste 110, Des Peres Website bhhsselectstl.com Founded 2002 Description Real estate orm

HILLARY LEVIN, POST-DISPATCH

Berkshire Hathaway HomeServices Select Properties has been named a Top Workplace. The company has moved into new ooces in Des Peres, and part of it is still under construction. Angie Ignatowski, growth and development manager, left, and Abby Huber, marketing specialist, look at the new space, Friday, June 10, 2022.

2022 TOP WORKPLACES, LARGE CATEGORY Rank 1 2 3 4 5 6 7 8 9 10 11 12

Company name Berkshire Hathaway HomeServices Select Properties Daugherty Business Solutions CarShield Charles Schwab Ameristar Casino Resort Spa St. Charles St. Louis County Library Edward Jones National Information Solutions Cooperative Graybar Cushman &Wakeoeld Keeley Companies Abstrakt Marketing Group

2022 TOP WORKPLACES, LARGE CATEGORY

Year founded 2002

Ownership Private

U.S. headquarters St. Louis

1985 2005 1973 1994 1946 1922 1964 1869 1917 1976 2009

Private Private Public Public Government Private Nonproot Private Public Private Private

St. Louis St. Peters Westlake, Texas St. Charles St. Louis St. Louis Lake Saint Louis Clayton Chicago St. Louis St. Louis

16 TOP WORKPLACES • ST. LOUIS POST-DISPATCH • 06.26.22

Rank Company name 13 Pattonville School District 14 Penn National Gaming St. Louis | Argosy, Hollywood & River City Casinos 15 Missouri Baptist University 16 MilliporeSigma 17 ALDI 18 Lindbergh Schools 19 First Community Credit Union 20 School District of Clayton 21 Lou Fusz Automotive Network 22 ADB Companies, Inc. 23 SSM Health Rehabilitation Network

Year founded Ownership 1930 Government 1972 Parent company

U.S. headquarters St. Ann Wyomissing, Pa.

1964 1668 1976 1949 1934 1880 1952 1995 1996

St. Louis St. Louis Batavia, Ill. St. Louis Chesteroeld Clayton Earth City Union Mechanicsburg, Pa.

Private Private Private Government Nonproot Government Private Cooperative/Mutual Public

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people

HIGH FIVE HOK! Thank you to our team for making us a Top Workplace for the fifth year in a row!

See what a top, employee-orst workplace can do for you at electrosavings.com/careers.

hok.com/careers

From our network to our workforce, equity is at the heart of everything we do. We will remain focused on ensuring that Parents as Teachers is a diverse and inclusive environment where diferent perspectives are valued. Our core values, centered around diversity, equity, inclusion, and accessibility, manifest themselves in making Parents as Teachers a Top Workplace. Congratulations to our staf for helping us achieve this honor!

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06.26.22 • ST. LOUIS POST-DISPATCH • TOP WORKPLACES 17

Berkshire From 16

That meeting eventually led to Bruns joining the company9s leadership program, one of the many training opportunities available for its more than 500 employees to grow in their careers. Alles co-founded the company in 2002 when two of the region9s biggest real estate orms, Gundaker Realtors and Coldwell Banker Residential Brokerage, merged. Alles wanted to provide another option for homebuyers and sellers and build a company that could help her employees and agents advance. The company helped Bruns obtain his real estate license when he orst joined. He was promoted to his current title in 2017 and now manages the south St. Louis County ooce for the company. <I learned from everyone,= he said. Angie Ignatowski was one of the cofounders with Alles in 2002. She left in 2017 but came back and now serves as Select Properties9 growth and development manager where she helps employees, new and experienced, grow their careers. <The beneot of the leadership team is that each comes with diferent traits,= Ignatowski said. <Everyone shares their own skills.= Beyond training and support, Select Properties ofers 401(k), savings plans, memberships to Life Time Fitness in Frontenac, a nexible work schedule and hybrid working environment, the latter a result from the pandemic. The pandemic inspired a few changes for the company9s ooces: Select Properties will move into a new home ooce and West County branch and open a new ooce in Benton Park in St. Louis in July. The company also recently opened its new St. Charles County ooce in O9Fallon, which features a lake (where Select Properties will soon hold a kids9 oshing tournament) and barbecue and ore pits. <I believe if you make it a better place for people to work, the end result is a win-win,= said Alles. <If we build something cool, they9ll want to come in.=

Berkshire Hathaway HomeServices Select Properties has moved into new ooces in Des Peres. Maryann Vitale Alles, president and CEO, left, looks at color and design samples for the space still under construction with Deborah Colburn, business partner and broker, Friday, June 10, 2022. HILLARY LEVIN, POST-DISPATCH

“We have more of an emphasis on culture to make sure everyone is happy. I don’t think you’re going to find as much resources and support at other companies.” Matt Bruns, managing broker

Steph Kukuljan 314-340-8506 @StephKukuljan on Twitter skukuljan@post-dispatch.com

18 TOP WORKPLACES • ST. LOUIS POST-DISPATCH • 06.26.22

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06.26.22 • ST. LOUIS POST-DISPATCH • TOP WORKPLACES 19

WE COULDN'T DO IT WITHOUT YOU

OUR TEAM IS WHAT MAKES US #BetterTogether

Thank you to our dedicated team for once again making Together Credit Union a Top Workplace. We are proud to put people first, supporting our members and each other to create a brighter financial future for St. Louis families.

JOIN US Exceptional benefits Professional development programs to grow your career

WE'RE HIRING NOW! See our openings and apply today at TogetherCU.org

Make a difference every day for members and your community

20 TOP WORKPLACES • ST. LOUIS POST-DISPATCH • 06.26.22

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06.26.22 • ST. LOUIS POST-DISPATCH • TOP WORKPLACES 21

T H E STA NDOU TS

Special recognition goes to employers who scored high marks in key areas FROM STAFF REPORTS

The following special award recipients were chosen based on standout scores for employee responses to specioc survey statements. Employees rated statements on a seven-point scale from <strongly disagree= to <strongly agree.=

INDIVIDUAL AWARDS

COMPANY AWARDS DIRECTION: Hofmann Brothers Heating, Air Conditioning, Plumbing, Electrical and Appliance Repair FROM EMPLOYEE RESPONSES: <It9s very ambitious and strives to grow. It9s not just satisoed with where [the company9s] at. Hofmann Brothers always want to be growing and improving life for the employees, the customer and company.= <The company is always looking for ways to improve and puts resources into their staf so they can succeed.= MANAGERS: Benjamin F. Edwards & Co. FROM EMPLOYEE RESPONSES: <My manager listens to me when I have a problem, a question, or an idea, and he has the experience to be able to give sound and practical advice. In addition to the aforementioned qualities, my manager knows who I should talk to when he does not have the answer or the best solution to my issue.= <Although busy, still takes the time to listen, reach out and discuss the concern I have raised. Has my back.=

OTHER AWARDS

LEADERSHIP: Ron Daugherty, of Daugherty Business Solutions, in the large employer category. FROM EMPLOYEE RESPONSES: <His vision is unbounded. He is not afraid to tackle big issues that make his employees better, his business better and his country better.= <He is a leader who isn9t afraid to be straight with us 4 and shares his ideas and his concerns. He believes in doing the right thing for people and the community.=

LEADERSHIP: Bruce Gibbs, of GFI Digital, in the midsize employer category. FROM EMPLOYEE RESPONSES: <I believe Bruce truly cares about his employees. He is always looking for ways to share the companies successes with employees. He goes out of his way to ensure every employee regardless of role would feel comfortable bringing a concern or problem to him.=

22 TOP WORKPLACES • ST. LOUIS POST-DISPATCH • 06.26.22

LEADERSHIP: Chrissy Nardini, of American Metals Supply Co., in the small employer category. FROM EMPLOYEE RESPONSES: <The leader of this company inspires me as she is employee focused, numbers driven, a philanthropist across our local community, and most importantly, an expert in the industry.= <She has really helped me to feel wanted and like I9m worth something for the orst time at a job.=

• Top Flite Financial Inc. wins the new ideas award by scoring highest with the statement: New ideas are encouraged at this company. • CarShield wins the doers award by scoring highest with the statement: At this company, we do things eociently and well. • St. Louis County Library wins the meaningfulness award by scoring highest with the statement: My job makes me feel like I am part of something meaningful. • StaightUp Solar wins the values award by scoring highest with the statement: This company operates by strong values. • Charles Schwab wins the clued-in senior management award by scoring highest with the statement: Senior managers understand what is really happening at this company. • Twain Financial Partners wins the communication award by scoring highest with the statement: I feel well-informed about important decisions at this company. • Mungenast St. Louis Acura wins the appreciation award by scoring highest with the statement: I feel genuinely appreciated at this company. • Brown & Crouppen Law Firm wins the work-life nexibility award by scoring highest with the statement: I have the nexibility I need to balance my work and personal life. • Charles L. Crane Agency Co. wins the training award by scoring highest with the statement: I get the formal training I want for my career. • Concordia Plan Services wins the beneots award by scoring highest with the statement: My beneots package is good compared to others in this industry. stltoday.com

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www.hdis.com/careers 06.26.22 • ST. LOUIS POST-DISPATCH • TOP WORKPLACES 23

BR A N D AV E. ST U DIOS CON T EN T

Core & Main is invested in a prosperous future for employees, communities Sponsored content by Alyssa Sybertz, Brand Ave. Studios contributing writer

Upon orst glance, the impact of a company like Core & Main on the community may not be apparent. But a closer look reveals just how crucial their work is to the St. Louis area and every city they service across the United States. Core & Main is a leading distributor of water, sewer, storm drain and ore protection products in the United States. It was established in 2017 and is built on the foundation of more than 87 legacy companies. <In the simplest terms, Core & Main helps bring safe, clean water from Point A to Point B, while making sure those systems are optimized for long-term use,= explains Laura Schneider, chief human resources ofocer at Core & Main. <We are the people behind the scenes providing waterworks and ore protection products, as well as our expertise in infrastructure, to municipalities, private contractors and beyond. We equip communities and the people who serve them to work, live and prosper by providing the products needed to repair a sewage leak or install a smart water meter.= It9s difocult to go a day without coming across a product that Core & Main distributes and services. For example, drainage grates and manhole covers along the streets. The water meter in your yard and the pipes running into and away from your home. The ore hydrant on your street corner. All these and more represent key elements of Core & Main9s product line, which are distributed through their roughly 300 nationwide branches by their 4,100 associates. Core & Main treats their employees like the everyday heroes they are. <We9re there for each other, fostering growth through every step of their careers, and we9re there for our customers, bringing expertise and sincerity,= says Schneider. This expertise is developed through continued in-house training (both in person and online, in the classroom and on the job) for new employees, guaranteeing that everyone who hits the streets 4 whether they9ve been in the 24 TOP WORKPLACES • ST. LOUIS POST-DISPATCH • 06.26.22

PHOTO PROVIDED BY CORE & MAIN

industry for four weeks or 10 years 4 is just as qualioed as the person next to them. Training development programs through Core & Main University also prepare existing associates to further their careers within the company. Employees have the chance to train in courses such as Waterworks Product Knowledge, Leadership and Inside Sales, giving them the opportunity to learn useful skills and interact with colleagues across the country while moving up in their departments. <We act with honesty and integrity because we believe in doing the right thing,= Schneider says. <And doing the right thing not only creates a productive work environment, but one where we all feel comfortable bringing our whole, authentic selves to work each day.= Core & Main considers their employees and their well-being to be just as essential as the work they are doing. This is clear through rewards and beneots programs including paid time off, comprehensive health insurance coverage, 401(k) and proot sharing, paid maternity and paternity leave and professional development and networking opportunities. <At Core & Main, we are not just planning for the future

of our company,= says Geoff Barlow, senior director talent acquisition. <We are invested in a prosperous future for our people, our communities and our industry. Our vision focuses on fostering a world where everyone can thrive because we provide safe, sustainable infrastructure for generations to come.= Core & Main is growing and currently is hiring in St. Louis with career opportunities in onance, human resources, legal, corporate operations, logistics, metal fabrication and welding, and trucking. For more information on current job openings, visit jobs.coreandmain.com.

stltoday.com

Workers are doing plenty of soul-searching BY BOB HELBIG

Ener gage

The COVID pandemic prompted people to give more of themselves to their work in the spring of 2020, but over time, especially in the last year, workers have decided to focus more on what they want or need. That9s evident in employee surveys analywzed by Energage, which gathers feedback from workers nationwide, year-round. It9s been a year of renection, starting in mid-2021. <People were asking, 8Is this really what I want to be doing with my life?9= said Lisa Black, director of data science at Energage. Data collected from more than 2 million workers show people are less engaged in their work compared with a year ago. Engagement looks at a combination of factors: motivation, loyalty to the workplace and how likely people are to recommend their workplace to

others. Some examples: Employee engagement in Q1 2022 (measured January through March of this year) was 61.6%, continuing a downslide seen in the last half of 2021. Employee engagement dropped to 62.9% for all of 2021 compared with 65.3% in 2020. Employee engagement bottomed out at 60.3% in September/October 2021 before rising to 62.8% in December, then falling again in Q1 2022. But that end-of-year rate was still far lower than when the pandemic began; engagement peaked at 70.6% in April 2020. Employees showed a steady decline in loyalty 4 that is, employees who say they were not looking for work elsewhere 4 throughout 2021. By year9s end, it picked up slightly, ending at 66.8%. One year earlier, it was at 71.7%. Loyalty peaked at 74.4% in April 2020. It hovered around 65%

throughout Q1 2022. For the second half of 2021 vs. the second half of 2020, employee loyalty dropped the most of all factors surveyed. And that trend continued into 2022. Of all factors Energage measures, loyalty dropped the most Q1 2022 vs. Q1 2021, down 4.1 percentage points. In addition to loyalty, employee sentiment was down for beneots, direction and execution in Q1 2022 vs. a year earlier. Referral 4 employees who say they would recommend their workplace to others 4 peaked at 88.6% in April 2020 and bottomed out at 81.8% in September 2021. Like loyalty, it showed a steady decline throughout 2021 but picked up at the end of the year. Employee motivation dropped, too, in 2021. Measuring 86.5% in December 2020, it went on a steady slide through September 2021, falling to

83.3%, before rising in Q4 2021. The data show how the last two years have been a roller-coaster ride for people9s relationship with work. The orst half of 2020 renected uncertainty in the job market, when the pandemic hit and some companies started layofs. It was risky to look elsewhere, and people wanted psychological safety. <People were happy to have a job,= Black said. <The workplace is something predictable.= In 2021, many employees decided that if their employers were calling them back to the ooce, they didn9t want to commute anymore, or they didn9t want to give up the nexibility of working from home, Black said. Those who enjoyed nexibility became used to it. But this doesn9t mean people gave up on their jobs in 2021. It just means they were less positive about their employment situation when compared to

the orst wave of the pandemic. Employee engagement in 2021 was greater than in 2015 to 2019. One area that employees were more positive about in 2021 was inclusiveness. Employees felt more included in what was going on (even if they weren9t necessarily happy about it). People are more mindful, empathetic, and trying harder to make sure voices are heard, Black said. There9s also a greater focus on diversity, equity and inclusion. <We9ve ogured out how to work better together,= she said. Still, although inclusiveness was up, employees said they felt slightly less clued-in than before. Black9s takeaway: Two-way communication still needs some work. <Just because you are included doesn9t mean you9re informed,= she said. Bob Helbig is media partnerships director at Energage, a Philadelphia-based employee survey firm. Energage is the survey partner for Top Workplaces.

HELPING COMMUNITIES THRIVE. Join ourr vision-driven n team.

jobs.coreandmain.com stltoday.com

06.26.22 • ST. LOUIS POST-DISPATCH • TOP WORKPLACES 25

Title Partners Agency Tops the St. Louis Real Estate Market Every day, our partners and staff serve as a catalyst for those striving to achieve their highest potential. We are proud to say that this commitment and our passion to always achieve more is what continues to make us a Top Workplace.

WHAT DO YOU WANT TO ACHIEVE TODAY? We can help you make it happen. www.anderscpa.com | (314) 655-5500

ST LOUIS -- St. Louis-based Title Partners Agency LLC., is honored to be among this great city’s Top Workplaces this year. It’s an accomplishment that recognizes the company’s roots here, its commitment to a strong culture for both employees and customers and its embrace of innovation for a better future. The business is truly like a family and has been able to adjust through the pandemic in the same way that most families were forced to adjust. In addition, due to favorable mortgage rates and increased housing demand, Title Partners had record sales during the past year! Again, the way the company was able to adjust to maintain proper safety measures along with the high volume of transactions was outstanding, thanks in large part to the cohesive efforts of our entire staff!

NOW H IR IN G More than a company, Treats Unleashed is a community devoted to pets! Join our team to help dogs and cats find the very best.

www.tpatitle.com TREATS-UNLEASHED.COM 26 TOP WORKPLACES • ST. LOUIS POST-DISPATCH • 06.26.22

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How Top Workplaces were determined BY BOB HELBIG

Energage

Employers have been forced to focus harder than ever to retain and attract talent amid the disruption of the business environment during the COVID pandemic. Top Workplaces celebrates the employers that are getting it right. The heart of the Top Workplaces program is an employee survey. The 24-question survey collects feedback from those who know organizations the best: the people who work there. Employee feedback is the sole basis for determining which employers make the Top Workplaces list. This is the 11th year employee survey company Energage has partnered with the Post-Dispatch to identify outstanding workplaces in Greater St. Louis. <The employee experience needs to be on the mission-critical list,= said Eric Rubino, CEO of Energage. <By giving employ-

ees a voice and showcasing an authentic culture, organizations can attract those job seekers who complement their culture. Culture drives performance.= For 2022, 183 employers made the winners list, a record high. Energage invited 2,499 organizations to participate, and they were eligible provided they had 50 or more employees in Greater St. Louis. Most of the surveying was done between January and April. Surveys went out to 60,101 employees in the region, and 35,926 responded. Employers were divided based on the number of employees in the region, in order to compare feedback of similar-size groups. Organizations that exceeded benchmark scores for each size group made the winners list. Within those groupings, organizations are ranked by the aggregate score based on the employee feedback; the more positive the employee responses, the

higher the score, the higher the rank. Energage also determines special award winners for some employers who have standout scores in certain areas of the survey, such as leadership, values, direction, communication, meaningfulness and beneots. Why isn9t a particular company on the list? Perhaps it did not participate, had too few employees to qualify or did not score high enough in the survey process. Each year, Energage also disqualioes a small number of participants based on irregularities in the employee survey responses, including if employees say they were pressured into answering positively. To nominate a company for next year9s program, go to stltoday.com/nominate. Bob Helbig is media partnerships director for Energage, an employee survey company based in suburban Philadelphia.

Workplace positivity The values below show how positive employees in the St. Louis region feel about aspects of their workplaces. The positivity score shows the overall percentage of positive responses for each statement. This company operates by strong values 86%

My manager cares about my concerns 85%

My job makes me feel like I am part of something meaningful 84%

I feel genuinely appreciated at this company 83%

I feel included at this company 82%

I have conûdence in the leader of this company 82%

This company motivates me to give my very best at work 81%

I would highly recommend working at this company to others 80%

My manager helps me learn and grow 80%

New ideas are encouraged at this company 79%

I have the ûexibility I need to balance my work and personal life 79%

I believe this company is going in the right direction 79%

This company enables me to work at my full potential 79%

This company encourages diûerent points of view 76%

This job has met or exceeded the expectations I had when I started 74%

t this company we do things eûciently and well 73%

I get the formal training I want for my career 71%

There is good interdepartmental cooperation at this company 69%

I feel well informed about important decisions at this company 68%

enior managers understand what is really happening at this company 68%

Meetings at this company make good use of my time 65%

My beneûts package is good compared to others in this industry 63% CHRISTIAN GOODEN, POST-DISPATCH

Marc Meier, center, a client services manager at Top Flite Financial, celebrates winning $5,000 on Tuesday, June 8, 2022, during a prize giveaway in the company9s Richmond Heights ooce. stltoday.com

I have not considered searching for a better job in the past month 61%

My pay is fair for the work I do 06.26.22 • ST. LOUIS POST-DISPATCH • TOP WORKPLACES 27

Launch into a job How to exhibit your leadership skills to prospective employers JUDITH HUMPHREY

Fast Company

ongratulations, you9ve received a job interview 4 and it9s even with a company you9re keen to work for. But after the initial euphoria wears of, fears may set in. Now you9ve got to prep and make sure you perform well. Starting from fear is never a good approach. If your concern is about how someone will be judging you, you9re transferring all the power to the recruiter or hiring manager. Take back that power. The interview is an opportunity to impress and heighten the other person9s respect for you. To do that, you need to see yourself as a leader. Here are four ways to shine as a leader during an interview.

a leader’s mindset 1 Have This is an opportunity to think beyond hierarchies. See the job interview

leadership language 3 Use Your language will also deter-

as an opportunity to motivate and inspire. Can a junior person inspire a senior person? Absolutely. It9s that leadership that will make you stand out as a candidate 4 and help you land the job. Move from an <informational= to an <inspirational= approach. You9re not there to inform but to inspire. Do that by studying everything you can about the interviewer, the company and the job. Then come to the interview prepared to show how excited you are about the position and your ot for it. In the discussion, be proactive. Don9t be afraid to move the discussion into new areas and introduce visionary thinking. Think of the interview as a dialogue rather than an exchange in which you are simply passively reacting to questions. Do your best to shape the conversation. Take the interviewer to the <high ground.= If appropriate, you might even consider doing a demo that shows your talents.

mine whether you sound leader-like. Use high-octane words that show your deep conviction about the job and your readiness for it. Phrases such as, <I am passionate about the role,= <I absolutely believe I have the experience to be successful,= and <I love the idea of being a member of your team= show you as a person with a positive and conodent outlook 4 someone who can inspire those around you. Don9t boast or sound vain. Rather, show you take a collaborative approach to leadership. Shift the focus from yourself to the group with words like <we,= <us,= <our,= <ours,= <ourselves= and <team.= Leaders are good listeners. Show that this is one of your strengths by using language like, <What9s your view on this?= <I hear you,= <Tell me more,= or <That9s so interesting; thanks for sharing.=

yourself as a leader 2 Script Of course, you will come to the interview with a set of answers to expected questions, but you also should have a set of questions you9ll ask. Additionally, you9ll want to prepare a clear and compelling set of messages that I call <The Leader9s Script.= It has four components: þ An opening. Think about þ Proof points that support your the first words you9ll say. You message. These will be two or three might open with, <I9ve heard so reasons why you believe you are wellmuch about you from my previ- suited for the role. Make them compelous interviews, so it9s great to ling. They might be the strengths you meet you in person.= Having an bring or the job experiences you have. þ A strong closing statement. opening in mind will give you Rather than onishing with someself-assurance. þ A single-sentence message thing generic, like <Thank you for your about yourself that you can use time,= end with a call to action that throughout the interview. This is moves you closer to the goal of getting the idea you want the interviewer hired. It might be, <I look forward to to hear clearly and remember. For next steps and the possibility of being example: <I am a seasoned market- a member of your team.= This closing ing leader with strong market intel- demonstrates conodence. ligence and a proven track record.= The Leader9s Script is a narrative Write it out and learn it in advance. you weave throughout the interview. It That one sentence should inspire. allows you to tell your story.

a leader’s presence 4 Have Physical presence is another key aspect of leadership. Remember that whatever words you use, your body is also conveying important messages. Put energy into your speaking. Make your enthusiasm clear. Look your interviewer directly in the eye. Your posture should be strong, your arms unfolded and open, so you can show with your gestures that you are fully committed.

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28 TOP WORKPLACES • ST. LOUIS POST-DISPATCH • 06.26.22

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BR A N D AV E. ST U DIOS CON T EN T

Keeping soldiers safe through advanced manufacturing and combat systems integration Sponsored content provided by Leonardo DRS Land Systems

Leonardo DRS Land Systems is a business unit within Leonardo DRS and is a world leader in the integration of complex technologies into U.S. military systems and platforms, and for military and commercial customers around the world. The business unit is headquartered in Bridgeton, MO, with an additional primary location in West Plains, MO. WORLD-CLASS INNOVATION From its ultra-modern, advanced engineering and manufacturing headquarters location, the business designs and integrates a number of defensive protection systems into U.S. military and allied nation platforms. The company has integrated and delivered Active Protection Systems (APS) to defend tanks against enemy shoulderored missiles, Counter-Unmanned Aircraft Systems (C-UAS) able to eliminate enemy drones, and Maneuver Short Range Air Defense (M-SHORAD) systems that protect waroghters from a range of airborne threats. Leonardo DRS Land Systems is also a leading integrator of additional advanced technologies for ground vehicles, including reconnaissance and surveillance systems with sensor suites from radar to thermal imagery to laser systems, all with on-the-move capability. The business unit9s site in West Plains provides additional heavy manufacturing capabilities, to include welding and Chemical Agent Resistant Coating (CARC) painting core competencies for a wide range of military vehicles to support maneuver and logistics operations worldwide. From the U.S. Army9s Joint Assault Bridge (JAB) that allows mobile forces to cross gaps on the battleoeld, to heavy-duty, rapid military aircraft loading systems for the timely and reliable now of logistics in arduous environments, to construction of launch containers for ballistic missiles, the business supports its customers with world-class innovations and cost-effective solutions. A TEAM APPROACH TO EXCELLENCE Leonardo DRS Land Systems recognizes its biggest advantage is the strength of its team. The company9s commitment to diversity and inclusiveness is unwavering, 30 TOP WORKPLACES • ST. LOUIS POST-DISPATCH • 06.26.22

PHOTO PROVIDED BY LEONARDO DRS

and a core value that employees ormly stand behind. To remain a trusted company, it must value diversity and different perspectives that make our nation, our military customers and our own company so great. This includes hiring military veterans and those with the experience and desire to ensure our customers 3 the men and women of our U.S. and Allied forces 3 come orst. Working for Leonardo DRS Land Systems has its perks. The company maintains a comprehensive beneots plan designed to meet the needs of all its employees, including medical, dental and vision insurance, 401(k) retirement plan, short-term and long-term disability, 100% tuition reimbursement, nexible work schedule, casual dress code, parental leave and much more. Career opportunities in the Leonardo DRS Land Systems business will interest those who love innovation, high-tech

and working for a higher purpose. Positions range from advanced manufacturing to electrical and logistics engineering, logistics support management, mechanical and project engineering, program management and software and systems engineering. To see the full range of the Leonardo DRS Land Systems capabilities, visit www.LeonardoDRS.com/who-we-are/ our-segments/land-systems.

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AWARDED 2022 TOP WORKPLACES

Thank You Team! At Leonardo DRS Land Systems we value loyalty, a commitment to excellence and a willingness to always go above and beyond. And it9s because of those qualities in all our team members that we are a To Workplace. To ond out how you can be part of our award-winning team located in Bridgeton or West Plains, MO. visit: LeonardoDRS.com/careers

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06.26.22 • ST. LOUIS POST-DISPATCH • TOP WORKPLACES 31

CEO-LEVEL SKILLS

5 ways to embody the qualities desired in a chief executive job

a persuasion ninja 3 BePersuasion is a key ability

that9s consistently sought by executive hirers. One CEO job description said: You have efectively innuenced the thoughts and actions of others, winning concessions without damaging relationships. Another said: Is accustomed to negotiating with an ability to create winwin situations by listening and understanding others9 motives and views. The common thread here is gentle persuasion.

ARIANNE COHEN | Rate.com

anted ads for CEOs aren9t a thing. Corporate searches for chief executives are handled by headhunting orms in a discreet process that has created headaches for scholars. Until recently, it was nearly impossible to know what skills are in demand for CEOs. Chief executives themselves have been analyzed for their personality traits and work habits. But researchers understood little about what orms actually want in executives. <It9s all private data,= says Stephen Hansen, an associate professor of economics at Imperial College Business School in London. <The logistical challenge was how to get ahold of this data in the orst place.= Hansen persevered and eventually acquired job speciocations from 4,622 executive searches at 3,794 companies through one top-ove headhunting orm. With two colleagues, he algorithmically mapped the descriptions of each role. Ideal qualities included: Sincere interest in people, with respect and value for the opinions of others Values listening, treating people fairly and cares about individuals and their progress Understands what motivates and inspires diferent people Willing to listen to various opinions on issues Yes, empathy is in for CEOs. Companies want leaders who listen and collaborate and, well, care about feelings. This was not what the researchers expected to ond. <The biggest surprise for me was the fact that operational and administrative skills appear to be losing out in comparison to social skills,= says co-author Rafaella Sadun, a professor of business administration at Harvard Business School.

a generalist 4 Be The study found that

most C-suite job descriptions prioritize specialized skills. For example, companies hiring a CFO prize administrative and resource management skills, and companies hiring CIOs want top-notch information skills, unsurprisingly. But CEOs are expected to have more well-rounded prooles. <It might be beneocial to have had a bigger variety of experiences across industries, rather than working up from the bottom to top rung,= Hansen says.

5 Re-evaluate your actual abilities

How can you even ascertain whether your listening and empathy skills are up to snuf? Here are ove tips on how to get snagged as the next great CEO.

on soft skills 1 Focus Typical business programs teach <hard= skills like balance sheet analysis and market condition evaluation. Prioritize active listening (giving full attention to what others say and

32 TOP WORKPLACES • ST. LOUIS POST-DISPATCH • 06.26.22

taking time to understand the points being made), social perceptiveness (awareness and understanding of others9 reactions), conflict resolution (reconciling differences) and coordination (adjusting actions in relation to others9 actions). <Soft skills are especially in demand in tech-intensive orms, which suggests that very human skills may serve as a complement to technology,= Sadun says.

2 Practice listening and empathy

<These are skills that can be in part formed,= says Sadun, even at business school. <Business training can play a role. For example, when MBA students take part in a case discussion, they also develop the ability to listen and persuade others, which is an aspect of social skills,= she says.

<A lot of people who9ve come through the education system use their formal qualiocations as the yardstick of their competence,= Hansen says. Think class rankings, prestigious internships and sales numbers. <These metrics are a very incomplete picture of what would get you to the top of an organization,= he says. <So think about your well-roundedness not just in terms of formal qualiocations and academic success, but your ability to form links with people, build teams and get your way in an organization without shouting at people.= These traits might not appear on your CV 4 but they9ll propel you where you want to go, to the top seat.

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06.26.22 • ST. LOUIS POST-DISPATCH • TOP WORKPLACES 33

Sharing self-promotion ADAIRA LANDRY AND RESA E. LEWISS

Fast Company

elf-promotion on social media has become integral to brand-building, but your followers could easily move on if they9re not getting something back. Indeed, what can be perceived as straight-up boasting can leave readers annoyed, envious, angry and insecure. The desire to share success is human, but the approach is best when gentle and altruistic. Self-promotion on social media can land diferently with the reader if you follow these strategies that are aimed at simply helping others.

e bottom line 1 Th The bottom line is orst, not

How to show accomplishments on social media without bragging background 3 The The best stories are

the ones that connect us. In the case of self-promotion, it is usually the story behind the story. What motivated you to pursue an opportunity? Who were the key people with whom you spoke? How did you know it was a good choice? Share with the intention of instilling conodence in others to try something new and diferent. Be sure to tag key resources, such as workshops, books, podcasts or people.

last. Determine the crux of the post before typing the orst word. Decide if this self-promotion beneots only you or also beneots the audience. Generate a takeaway message, and build the post with that lesson. Always consider: What9s in it for my followers to know I did well?

basics 2 The Details matter. Dive deep into the instrumental moves you took to earn success. If you nominated yourself for the relevant award or position, disclose that. Sponsoring yourself is a skill to be shared. If you had practice interviews that helped you land the job, include that detail.

34 TOP WORKPLACES • ST. LOUIS POST-DISPATCH • 06.26.22

balance 4 The Normalize discussing

the wins and the losses. Yes, absolutely share your losses. For instance, if you apply for a grant but were not funded until your third try, reveal that journey to your audience. Nobody wins all the time. Your audience will appreciate it if you share the growth you made as a result.

humblebrag 5 The The humblebrag is not authentic. It is self-promotion often poorly and intentionally masked with humility 4 not an ideal strategy. To be clear, no matter how it is done, self-promotion is not humble, but it9s not necessarily a brag. Since the reader can feel and sense authenticity, we prefer to just cut humblebragging altogether. Own your success, be proud of your success, and use it to help others.

bounceback 6 The Make yourself available

to your readers. We are busy, so we understand the concern of crowding the calendar. Yet, you set your limits. It can be as simple as posting an announcement of an accomplishment and then ofering to oeld questions, either publicly or via direct message.

big picture 7 The We know that underprivileged and underrepresented groups are often left out of conversations where opportunities are discussed and ofered. And we know that awareness of and access to an opportunity are preludes to success. Self-promotion exposes opportunities, thus leveling the playing oeld for awareness and access. Consider tagging the post with handles or hashtags for special groups. Dr. Adaira Landry is an emergency physician and assistant professor of emergency medicine at Harvard Medical School in Boston. Dr. Resa E. Lewiss is a professor of emergency medicine and radiology at Thomas Jeûerson University Hospital in Philadelphia. She is the creator and host of the Visible Voices podcast, which ampliûes voices and perspectives on health care, equity and current trends.

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As a growing company and a nationally recognized top workplace, Graybar is proud to call St. Louis home. Our culture of employee ownership continues to drive our people and our business. If you want to own your future, visit graybar.com/careers to search current job openings and apply online.

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06.26.22 • ST. LOUIS POST-DISPATCH • TOP WORKPLACES 37

the work 2 Estimate Don9t skip this step. Take a couple of seconds to make an honest estimation of how much time you think this task will take. I block of time in my calendar for tasks, and I9ve found that it9s a fantastic way to train my estimation skills. For new tasks, you may ond you allocate too much time for the work. The good thing is that you9re still on the safe side, and your estimation skills can be honed over time.

3 If there’s no specific deadline,

don’t assume it has to happen now

If something pops up 4 say a question from an important client or a request from your boss to review a certain document 4 it feels urgent. But often, it9s not as urgent as we perceive it to be; we just assume it is. So, the orst thing you should do is change your assumption that an unplanned question is also an urgent question. If there9s no specioc deadline attached, assume that the implicit question is: When can you ot this in? I always recommend proposing a deadline rather than asking my bosses for one. I9ll review my calendar and, based on my estimation, see that I can tackle the request comfortably the next day. I9ll then respond with: <I can ot this in tomorrow afternoon. Does that work?= Often you9ll ond this is perfectly acceptable to you boss, and it saves you a frantic shune.

One tip for fitting in unexpected work is to allot time on your calendar for extra tasks each day. ADOBE STOCK

Task master Follow these 4 steps to handle unexpected work that lands on your desk

RICK PASTOOR | Fast Company

he fun part about living is that random things happen. Or, without getting into a big philosophical discussion here, the fact that we never control life is what makes it beautiful. But in our working life, it can get us in serious trouble. Making any type of commitment to delivering a piece of work by a certain time is scary. I often see talented people giving up and just making themselves available to handle anything that happens while trying to squeeze their most important work into the margins of their days. That9s not a recipe for success. Not for yourself and not for the company or team, either. We all would benefit by doing more things that fall into the important and not-urgent quadrant. We9re all busy. Don9t let the endless unexpected things tell you that it9s useless to set your own priorities. Here are four steps that help me deal with things that unexpectedly land on my desk. 38 TOP WORKPLACES • ST. LOUIS POST-DISPATCH • 06.26.22

1 Swap your ‘yes’for ‘let me check and get back to you’

Saying no is hard. While practice helps, it9s simply hard to say no without having a solid back story. Don9t beat yourself up for it. Instead, replace your <Yeah, I will see what I can do= with a response that gives you a couple of minutes to take stock and formulate a thoughtful response. A good manager will appreciate this. A more anxious manager will appreciate getting a timeframe 4 for example, <Give me 10 minutes.=

4 Know what you’re

saying no to (or ask your manager to make the call) If you get to this point, you9re in serious trouble. It9s an urgent situation that you need to deal with right now. I live in my calendar. It9s not just olled with appointments; I9m tracking individual tasks and projects in it, as well. Contrary to what people sometimes think, this makes me more nexible. When an urgent situation pops up, I block of the time I need to deal with it and quickly scan to see if I need to shune commitments I already made. If you9re in a team, this makes things even easier. Simply show your calendar to your manager, and let them make the call. As a manager, I ran into this all the time. When I really needed some extra time from a member of my team for an urgent question, I had no trouble deciding to move something else of the calendar. Rick Pastoor is an entrepreneur and the author of “Grip: The Art of Working Smart.” stltoday.com

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