2024 Top Workplaces

Keeping team members in the loop and empowering them to make decisions are driving success at Investors Associated. Founded in 1970, this Hartland-based commercial and residential developer and property management firm has 37 employees at its Madison office.

Employee comment: “We trust our people and our hiring team to hire good people who will make good decisions. Everyone is empowered to make any decision.”

2. KL Engineering

KL Engineering is a locally-owned engineering firm that offers civil engineering services built around a specialization in infrastructure engineering and an unwavering customer service ethic. Headquartered in Madison, they serve the upper Midwest from four Wisconsin locations.Their family-oriented workplace fosters flexible schedules, features a vibrant atmosphere and encourages active participation in the community.

Employee comment: “We help integrate and build relationships. We let people really experience different fields of engineering and see where they fit and what they enjoy.”

3. Berndt CPA

Since 2010, the firm and its predecessor have been helping entrepreneurs, both established and new business owners, in the creation and preservation of business value and personal wealth. Whether it’s a startup entity, an emerging company, a growing company, an individual, a sole proprietor or even a partnership, their team can help customers exceed their goals.

Employee comment: “We like to have fun, but we also understand that the community has needs.”

4. The Alexander Company

For over 40 years The Alexander Company has earned national recognition specializing in urban infill development, historic preservation and affordable housing solutions.

As a second-generation real estate services firm, they have multi-faceted experience, overseeing the financing, design, construction and property management of developments in-house, providing a diverse team of experts for building owners, investors and public-private partnerships.

Employee comment: “Central to our culture are collaboration and employee empowerment. By empowering our employees, we’ve cultivated a sense of ownership across the team.”

5. Lexus of Madison

As a proud member of Penske Automotive Group, they are driven by excellence and dedicated to serving all of their customers’ automotive sales and service needs. The dealership focuses on human capital, and they believe their happy customers start with having happy employees. Their team is their success, and their diversity makes them whole.

Employee comment: “We take care of our employees at a high level, and they take care of our customers at a high level, and there’s not really a second option.”

6. Jewel Associates Engineers

This Spring Green-based firm provides engineering, architecture and land surveying services to a wide range of clients. With 35 employees, its culture focuses on client-focused teamwork. It offers competitive compensation, a comprehensive benefit package including a volunteer program offering eight hours of paid time to work with community causes.

Employee comment: “I am exposed to various types of projects and always entertained with what I have to work on next.”

7. Terso Solutions

Headquartered in Madison, Terso Solutions — a subsidiary of Promega — provides inventory control management answers using RFID technology to the health care and life sciences markets. Its 60 Madison employees enjoy caregiver leave, emotional and social intelligence programs, student loan repayment, a community garden and a full benefits package.

Employee comment: “My company really focuses on making sure you have the tools to take care of yourself outside of work, to make sure you are bringing your best self to work.”

8. Wealthspire

This financial advising firm has 47 Madison-area employees. In addition to a comprehensive benefits plan, Wealthspire offers up to $20,000 for adoption services, as well as surrogacy and fertility treatment. It also supports local and national charitable causes and promotes workplace transparency.

Employee comment: “I enjoy the interactions to help clients achieve their financial goals.”

9. WEA Member Benefits

WEA Benefits helps public school employees and their families achieve financial security with insurance, retirement, investment and financial planning. It offers free parking, an on-site workout facility, volunteer time off and options to buy auto and home insurance and open an IRA through payroll deduction.

Employee comment: “We do great things for the members of our public sector who do great things for us and our community.”

10. goVirtualOffice

This Waunakee firm is a NetSuite provider helping companies enhance productivity, improve efficiency and grow profits by simplifying and automating business processes. It offers the option to work nine-hours days and a half day on Friday, work-at-home days, a casual atmosphere, and a culture that pays attention to new ideas.

Employee comment: “Problem solving is fun! I love getting to be the hero and getting to do it with like-minded people.”

11. The Douglas Stewart Company

This Madison-based firm is a distributor of technology, education software and supplies to more than 4,500 academic resellers. It offers its 74 local employees a casual atmosphere, comprehensive benefits, work-life balance and employee social events. It also has a dog-friendly environment.

Employee comment: “I have the freedom to do my job without intense scrutiny but can get support as soon as I ask for it.”

12. Advocate Construction

Specializing in residential and commercial construction, Advocate has 44 Madison-area employees. It’s involved in communities it serves through a paid volunteer program, corporate sponsorships, and by matching employee donations. It also offers a 401(k) plan with a company match, incentive trips based on performance and company social events.

Employee comment: “Everyone treats everyone equally and truly cares about one another.”

13. SmithGroup

This integrated design firm has 1,300 experts across 20 offices in the U.S. and China, including 59 in Madison. In addition to a comprehensive benefits program, SmithGroup offers a pre-tax transportation program, wellness program and 60-plus training programs. Employees work an 8.5-hour day but receive an additional 15 Fridays off each year.

Employee comment: “I get to do what I love with very smart, talented people in an inclusive and supportive environment.”

14. AE Business Solutions

AE is an information technology systems integration and consulting firm with 67 Madison employees. Its AE Cares program provides two paid days each year to volunteer, fights for justice and equality and seeks out opportunities to serve military veterans. Employees have remote work and flexible scheduling and lunch-and-learn programs.

Employee comment: “They provide me with true work-life balance.”

15. Iconica

This Madison firm provides full-service architecture, engineering, design services and general contracting. Its 69 employees have professional development opportunities, paid volunteer time, company and family social events and a culture that encourages promotion and advancement.

Employee comment: “I enjoy watching projects come together. I enjoy making clients happy and giving them a great end result.”

16. Mirus Bio

Mirus Bio is a provider of transfection products and technologies for the biopharmaceutical and research industries, offering reagents for cell and gene therapy, recombinant protein expression, and stem cell applications. Mirus has 57 Madison employees, the firm’s values span empowering learning, passion, integrity, compassion, collaboration and innovation.

Employee comment: “I’m able to own new ideas and processes that I would like to see in place.”

17. Wisconsin Bankers Association

The Wisconsin Bankers Association, in Madison, is the state’s largest financial industry trade association, representing more than 200 commercial banks and savings institutions. It has optional work-from-home Fridays, tuition reimbursement and a newly remodeled office with sit-stand workstations and flex spaces.

Employee comment: “We have a great camaraderie among the staff, and we enjoy working together as well as participating in office and community engagement activities together.”

18. Horizon Develop Build Manage

A Top Workplace for six straight years, this group of companies specializes in integrated development, construction and property management services. Horizon offers a 401(k) with a company match and financial wellness training. Its 75 Madison employees have flexible work schedules, milestone recognitions, educational opportunities and corporate events.

Employee comment: “It’s like a family, and we all work together to achieve tremendous success.”

19. Wegner CPAs

This Madison-based full-service accounting firm prides itself on being a large firm with a small-firm feel and a people-first organization. Wegner values employee contributions and provides continuous education. The firm features an open-door policy in which staff members have access to all levels of leadership to provide feedback and ideas.

Employee comment: “Wegner is constantly adapting and adjusting policies and benefits to ensure it is meeting the wants and needs of its employees.”

20. Tri-North Builders Inc.

This Fitchburg-based construction firm places a strong emphasis on its 83 local employees, offering childcare services at a rate a third lower than other local options, at the corporate headquarters. It allows employees who donate and volunteer in the community to earn paid time off.

Employee comment: “My job aligns with my values and allows me to make a positive impact on the world.”

21. Holtz Builders Inc.

This family-owned general contractor specializes in turnkey commercial projects. Based in Lake Delton, Holtz has 63 area employees and supports many local charities. It offers health insurance and 401(k) plans. All full-time employees receive holiday pay and paid vacation. Holtz stresses communicating clear expectations and providing the tools to succeed.

Employee comment: “The company manages to make you feel like you’re family and truly cared for.”

22. KennedyC

KennedyC, based in Madison, is a full-service, integrated advertising agency with a staff of 46. It offers rotating happy hours, volleyball championships and Friday golf outings. KennedyC emphasizes a collaborative, entrepreneurial spirit and established an employee committee to establish a culture of inclusion.

Employee comment: “From top to bottom, everyone is very kind and fun to work with, while also working very hard together towards a common goal.”

23. pc/nametag

This Verona firm helps meeting planners and business pros build connections with brandable products and services. In addition to a comprehensive benefits package, the firm has a complementary coffee bar, catered lunches in peak seasons and a mother’s room for privacy. It also stresses socially conscious products and services.

Employee comment: “My team members and leadership both encourage growth and collaboration.”

24. CLA

A large Minneapolis certified public accounting and consulting firm, CLA has 41 Madison-based employees. Employees enjoy unlimited paid time off, wellness stipends, mental health resources, paid parental leave, tuition assistance and profession certification.

Employee comment: “I am challenged throughout the day with my work but also supported through the challenge.”

25. The Peoples Community Bank

This Mazomanie-based bank has 56 employees in four locations. Its full array of employee benefits include a 401(k) profits sharing plan, insurance options and a flexible spending account. It stresses customer service and provides technology to help meet that goal. It also supports many area organizations.

Employee comment: “I have been at this bank for almost 18 years and have been treated like family since day one.”

26. Godfrey & Kahn SC

This Milwaukee law firm has 54 employees in Madison. The firm offers a close-knit working environment and promotes professional development and education along with tuition reimbursement. It has flexible work arrangements, daily fresh fruit, healthy snacks and student loan financing. It fosters an inclusive environment, hiring attorneys and staff of all backgrounds.

Employee comment: “They encourage me to delve into substantive areas of the law, communicate with clients and to participate in community service.”

27. Palmer Johnson Power Systems

Palmer Johnson, specializing in service and components for heavy equipment, has been recognized by Top Workplaces for six straight years. Employing 58 people in Sun Prairie, it offers an extensive wellness package with nutritionist access, health coaching and career coaching.

Employee comment: “Our culture and passion for caring for each other and our customers is inspiring.”

28. I-CAR

With 40 employees in Madison, I-CAR is the Inter-Industry Conference on Auto Collision Repair, a nonprofit that provides information and skills on auto repairs. I-CAR provides a profit-sharing plan, flexibility and work-life balance. In 2024 no employees saw an increase in benefits costs. It offers a compressed work week, with Friday afternoons off.

Employee comment: “I work with people who inspire me and push me to learn and grow.”

29. Skyline Services Inc.

Skyline is a commercial and residential cleaning service based in Middleton employing 97 people. The firm offers above-average wages and paid time off, health, dental and vision insurance and retirement plans for eligible employees. Its culture embraces open communication, servant leadership and teamwork.

Employee comment: “Skyline is great at choosing strong individuals to work with, which creates a positive environment.”

30. CG Schmidt

This Milwaukee-based family-owned construction firm has 40 Madison employees. It offers a comprehensive benefit package, paid time off to volunteer and a wellness program. It is one of two state construction firms to qualify for a federal program to self-regulate safety compliance.

Employee comment: “I have a great deal of autonomy to deliver results.”

31. Bachmann Construction

Founded in 1954, Bachmann has more than 60 employees performing $20 million in construction projects annually. It prides itself on community-conscious values and teamwork and offers internship and scholarship opportunities. The firm, a union contractor, also adds apprentices to its ranks, as appropriate.

Employee comment: “I am not just a number to the management. I am a person, and my opinion matters to them.”

32. Raising Cane’s Chicken Fingers

The Madison restaurant, one of 700 nationally, has 43 employees and offers casual uniforms, flexible hours and schedules and paid holidays and vacation. Its invests in tuition reimbursement and a program that rewards and trains restaurant leaders. The chain offers up to $10,000 toward closing costs for restaurant leaders who buy their own homes.

Employee comment: “Cane’s promotes a workplace to work hard and have fun and the opportunity to grow.”

33. Temperature Systems Inc.

A distributor of HVAC and refrigeration equipment and expertise, Temperature Systems has 63 Madison employees. It is 100% employee owned. In addition to a full benefits package, employees receive three week of paid time off to start, volunteer time off, and have a quarterly bonus program.

Employee comment: “It’s a challenging environment, but they are the reason I have advanced my skills to where I can take on new opportunities.”

34. Drexel Building Supply

Drexel supplies building materials and services to contractors and homeowners, and its 55 Madison team members enjoy profit-sharing and an employee stock plan. They are given $100 each year to create a memory with their families. A book club offers a $1,000 bonus for reading 10 selected books and writing a short summary.

Employee comment: “This job has brought out potential, confidence and self-worth in me that I never thought existed.”

35. Rakuten Americas

The North American division of Rakuten Group, which provides internet services, has 88 team members in Madison. The firm is committed to employee wellness, inclusion, and offers a Rakuten Cares program that rewards employees who give back through volunteering, donating and sponsoring community events.

Employee comment: “I am able to truly have a work-life balance, which is a priority for me since I have a special needs child. I, also, appreciate being trusted to do my job.

36. Angus-Young

Angus-Young is a 59-employee full-service architecture firm in Janesville. Team members have a comprehensive benefits package with yearly bonus, company-matched 401(k), a professional development stipend, lunch-and-learns, and computer purchase assistance.

Employee comment: “A-Y does a good job hiring and we have a great team.”

37. Wintrust Financial Corporation

Wintrust is a $50 billion investment management and banking firm. Its 72 Madison employees have competitive pay and bonus opportunities, training, and time off for community involvement. It stresses an entrepreneurial, customer-oriented and community involved culture based on personal relationships.

Employee comment: “My job with Wintrust has been made better every day by my managers challenging me, training, and honing my skills within my role.”

38. LSM Chiropractic

Founded in 1953, LSM provides chiropractic care and pain management services at 19 locations in southern Wisconsin. Its 92 team members take initiative in job performance, problem solving and setting and achieving goals. Benefits include a wellness program, flexible spending accounts, professional development and retirement plan.

Employee comment: “I know I’m working towards the same goal as the rest of my teammates — the patient experience.”

39. Wipfli LLP

Wipfli is a Milwaukee-based accounting and consulting firm with 95 employees in Madison. It has a comprehensive benefits package and offers family and fitness services and educational and technology reimbursement plans. Wipfli offers team members training in technical and soft skills.

Employee comment: “It provides great flexibility, the work is engaging, and I feel like the work I do makes a difference to our clients and my colleagues.”

It’s not a popularity contest, and not everyone gets a blue ribbon. A select few are honored based on a scientific survey process.

Energage administers an employee survey that covers 24 factors and takes just a few minutes to complete. The survey asks employees to offer feedback about such things as pay and benefits, direction, leadership, meaningfulness, and appreciation.

Energage crunches the feedback data and scores companies based on the responses.

There is no cost to participate in Top Workplaces and no obligation to purchase any product or service. For 2024, 1,757 organizations were invited to survey their employees, and 112 agreed to do so. Based on the survey feedback, 70 have earned recognition as Madison-area Top Workplaces.

The award is open to any employer with 35 or more employees in Dane, Sauk, Columbia and Rock counties. 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.

Employers earn Top Workplaces recognition if their aggregated employees feedback score exceeds national benchmarks.

Employers are grouped into similar sizes to best compare similar employee experiences. Energage has established those benchmarks based on feedback from about 30 million employees over 18 years. They are ranked within those groups based on the strength of the survey feedback.

There are a few reasons why you might not find a particular company on the list.

Perhaps the organization chose not to participate. Or the employee survey feedback might not have been strong enough to merit recognition. It also might not have been large enough to meet participation standards, or not enough employees responded.

Energage runs tests on survey feedback and in some cases may choose to disqualify organizations, for example, if a high number of employees said they felt pressured into answering positively.

To participate in the 2025 Top Workplaces awards, or for more information, go to the nomination page at topworkplaces.com/madison.

Member-owned, not-for-profit WPPI Energy serves 51 locally-owned electric utilities. Together, WPPI members have built a diverse, competitive and responsible power supply. They share modern technologies and forward-thinking services, and they speak with a unified voice for effective energy policy advocacy. By partnering with like-minded utilities, their members share resources and expertise to help their communities thrive.

Employee comment: “We emphasize service respect, service collaboration. It’s what we preach, and when we interview potential employees, that’s part of the interview process.”

2. Fairway Independent Mortgage Corp.

Founded in 1996 by Steve Jacobson and named by a childhood best friend, colleague and forever member of the Fairway family, Randy Cross, Fairway Independent Mortgage Corporation is a mortgage lender headquartered in Madison, Wisconsin and Carrollton, Texas. The company has more than 500 branches and over 5,000 employees nationwide. Their goal is to act as a trusted adviser, providing highly-personalized service and helping clients through every step of the loan process.

Employee comment: “We talk about our core values every day. We have 10 core values, and one of them is always being addressed in some form or fashion throughout our communications.”

3. Achieving Collaborative Treatment

Since 2009, Achieving Collaborative Treatment (ACT) has been serving Autistic individuals in South Central Wisconsin. Their mission is to provide top-tier behavior analytic services to clients and their families. They work collaboratively with families and schools to design and implement an individualized age-appropriate treatment plan for each client. Their goal is to help clients develop independence in living and social skills and manage episodes of challenging behaviors.

Employee comment: “It doesn’t matter if you’re the newbie on the block or you’re the owner, we really all come together to work as teams with our clients. There’s total buy-in.”

4. First Business Bank

First Business Bank is passionate about helping businesses and people. Since the day their doors opened in 1990, they’ve believed that success relies on putting people first – clients, employees, families and communities. The result is extremely engaged employees who feel supported and provide unmatched client satisfaction.

Employee comment: “We’re very team focused. It’s not about individuals here. It’s what we accomplish together that’s a real selling point to people.”

5. Singlewire Software LLC

Singlewire Software is the developer of InformaCast and Visitor Aware, two solutions that enable organizations to detect threats, notify everyone and manage incidents. More than 5,000 organizations in over 80 countries use these tools to enhance safety and communication so they can protect their most important asset: their people. From screening visitors to sending alerts and handling critical events, Singlewire Software offers solutions for every safety challenge.

Employee comment: “If your cultural core values are embedded in your vision, mission statement and your strategy, you’re creating a recipe for a good, healthy and fun place to work.”

6. WEST BEND MUTUAL INSURANCE COMPANY

This insurer has 220 Madison-area employees and company values that stress excellence, integrity and responsibility. The company also emphasizes the importance of employee social gatherings, ranging from barbecues to attendance at Milwaukee Bucks games. Community involvement is also one of the firms trademarks, with philanthropy through the West Bend Mutual Insurance Charitable Trust.

Employee comment: “Help is there when I need it anytime I have questions. I am able to have a very balanced home and work life.”

7. RAMAKER

Based in Sauk City, Ramaker is a full-service architecture, engineering and interior design firm. The firm is 100% employee owned, which it says brings a sense of commitment and investment in Ramaker’s work. The firm offers a range of picnics and social gatherings to keep employees connected and engaged. It also has a Social Responsibility Committee that organizes a community giving event annually.

Employee comment: “I am expected to bring new ideas and solutions to the team and, once approved, given the autonomy to execute those ideas.”

8. ASCENDIUM EDUCATION GROUP

Ascendium invests in education-focused innovations to improve learner outcomes; and provides information, tools and counseling to help millions of borrowers successfully repay their federal student loans. It also funds projects nationally that help low-income learners improve their lives. Its 275 employees enjoy tuition reimbursement, student loan repayment assistance up to $5,250 per year and a dependent scholarship program.

Employee comment: “I love that we have had a role in making higher education a possibility for all. Ascendium Education always puts the borrower first and makes every effort to ensure any new benefit is made available to each student borrower.”

9. M3 INSURANCE

M3, a business insurance and financial firm founded in Madison in 1968, has 190 local employees. In addition to a comprehensive benefits package, it offers employees onsite fitness rooms, healthy meal options, ergonomic workstations, volunteer time off and self-guided meditation services. It also has a financial wellness and professional development programs.

Employee comment: “I am constantly encouraged to be a better person by those around me. I love the trust and flexibility we are given.”

10. CI PEDIATRIC THERAPY CENTERS

CI Pediatric Therapy Centers, headquartered in Fitchburg, has clinics throughout Wisconsin offering speech, occupational, feeding and physical therapy, along with mental health services. It offers employees continuing education funds and paid time off to learn. It also gives company-paid vacations to employees at three, six and 10 years of full-time employment. CI also cultivates a fun and inclusive workplace.

Employee comment: “I love being a part of a team that directly impacts the lives of our clients.”

11. AMERICAN TEL-A-SYSTEMS

Known as Amtelco, this McFarland-based firm produces call-center systems, software applications and secure texting technologies. Its 116 employees have a comprehensive benefits package, a casual work environment, free parking, and a wellness program that participates in a CSA and other healthy activities throughout the year.

Employee comment: “Upper management trusts the employees they hire to do the job and don’t overmanage at all.”

12. ZORO

With 163 Madison-area employees, Chicago-based Zoro is an e-commerce supplier to businesses. Zoro employees start with 18 days of paid time off. The firm highlights a customer-based workplace culture and a performance-based bonus program. Key business metrics are shared with everyone, including sales, earnings and failures. Company meetings are led by a different team member each week.

Employee comment: “I have the latitude to solve problems the way I see fit and am encouraged to bring new ideas to the table.”

13. INDEPENDENT PHARMACY COOPERATIVE

The Sun Prairie-based firm is a group-purchasing and advocacy organization serving independent and community pharmacies. In addition to its comprehensive benefits plan, it offers a 401(k) dollar-for-dollar match on the first 4% contribution and also has a profit-sharing plan. The cooperative also promotes a healthy work-life balance and a dress-for-your-day approach for employees.

Employee comment: “I feel like I am a part of a company making a positive difference for others.”

14. ATKORE

Based in Harvey, Ill., Atkore provides electrical, safety and infrastructure solutions and has 110 Madison-area employees. The firm prides itself on a company culture that stresses integrity, communication. It also fosters a collaborative workplace where team members continually challenge each other to improve products, processes and people.

Employee comment: “I feel I can communicate any concerns and they will be taken seriously. The same can be said for any new ideas and suggestions.”

15. FLEETWORTHY SOLUTIONS

Fleetworthy Solutions, with 132 Madison employees, provides safety and regulatory compliance to commercial fleets. Employees said managers are supportive and appreciative. They also noted that top management is responsive to employee concerns. Its workplace culture embraces client service, experience and advanced technology to ensure that drivers and assets are safe and compliant.

Employee comment: “You can tell that you are a valued employee with how much management cares for you and your opinion.”

16. ONE COMMUNITY BANK

With 15 locations, each featuring the colors of the community’s high school, locally owned One Community Bank has 225 Madison-area employees. The bank offers wellness benefits, 401(k) matching, opportunities for advancement, pet insurance and a comprehensive benefits package.

Employee comment: “My supervisor has a collaborative and mentoring approach which motivates me to be the best at my job, share new ideas and explore my full potential.”

17. JOHNSON FINANCIAL GROUP

This Racine-based firm has 138 Madison-area employees serving the community’s banking and wealth management needs. The firm matches employee United Way donations and makes nearly $2 million in charitable contributions groupwide. Johnson Financial Group offers a retirement savings plan with a. company match, health club subsidy, adoption assistance and paid parental leave.

Employee comment: “I am free to make mistakes and learn from them. Our team is a very close-knit team who looks out for each other and genuinely cares for each other and pitches in where needed.”

18. ASSOCIATED BANK

Associated Bank has 23 Madison-area locations with 191 employees. Headquartered in Green Bay, the firm has an employee volunteer program which has racked up more than 540,000 volunteer hours over 11 years. It offers seven colleague resource groups working to address the needs of diverse populations in the workplace and the community.

Employee comment: “Helping my clients and community is meaningful work and makes me feel like I am making a difference.”

19. EK

This Fall River metal product manufacturer is first-time Top Workplaces recipient. With two locations, the company has about 200 employees across three shifts, the firm does contract manufacturing for a variety of industries. EK offers one-the-job training, certification assistance, tuition reimbursement and in-house advancement in a problem-solving environment.

Employee comment: “It challenges me to find solutions to problems that help our team be better than our competition.”

20. DEWITT LLP

DeWitt LLP, one of Wisconsin’s 10 largest law firms, has 105 Madison-area employees. It offers a comprehensive benefits program, including a 401(k) match. The firm also provides up to 12 weeks of paid parental leave for the birth of a child and to care for and bond with an associate’s newborn or adopted child.

Employee comment: “It’s all about the people. Pay and the work are great, but the people are what keep me at my job.”

21. EAST MADISON TOYOTA

This Madison car dealership has 111 employees and offers a comprehensive benefits package, a wellness program, and an employee assistance program. Employees get free car detailing every year on their service anniversary and some complimentary services for family members. And, on birthdays, employees receive a hand-delivered cake.

Employee comment: “I love who I work with and work for. I love being able to help guests make their vehicles safe to drive.”

22. COMPEER FINANCIAL

Compeer is headquartered in Sun Prairie with 143 employees. The member-owned cooperative supports agriculture and rural communities. New team members start with 15 days of vacation, 16 volunteer hours and 15 days of sick leave, with unlimited accrual. It provides a match of up to 6% of 401(k) contributions, plus a 3% contribution of eligible compensation, whether or not employees contribute.

Employee comment: “The work is exciting; the people are great, and I have the flexibility I need to balance work and home life.”

Founded in 1978, Agrace is a nonprofit, community-supported health care organization providing care and support to people who are aging, seriously ill, dying or grieving.

Agrace offers adult day services, non-medical senior care, supportive care, hospice care, memory care and grief support. Every day in southern Wisconsin, nearly 1,700 patients and clients trust them during very difficult times.

Employee comment: “This company puts just as much effort into their employees as they do their patients.”

2. Kwik Trip, Inc.

Kwik Trip is a privately-owned company that operates more than 850 convenience stores in the states of Wisconsin, Minnesota, Iowa and Illinois. Kwik Trip specializes in quality products delivered with a level of customer service that is unmatched in the industry, serving 10 million customers each week.

Employee comment: “We look for people who are people-minded, and that are humble leaders who are creative and hard working.”

3. Exact Sciences

Exact Sciences is changing the way the public thinks about detecting and treating cancer. They are committed to providing earlier answers and life-changing treatment guidance.

Exact Sciences’ portfolio of products focuses on colorectal, breast, prostate, lung and liver cancers.From earlier cancer detection to treatment guidance and monitoring, the company aims to offer a comprehensive suite of tests to enable delivery of personalized care across the cancer continuum.

Employee comment: “Maybe someone thinks, ‘I could learn something more about AI,’ or ‘I could take what I’ve learned here and apply it in a different department.’ We’ve tried to create those pathways and the right resources to help employees take on that learning journey.”

4. Summit Credit Union

Summit Credit Union is a member-owned financial cooperative that makes the world better by empowering women, and others, in building financial security, wealth and avoiding poverty in retirement. They are a leading provider of mortgages, small business loans and financial education. Together, the Summit team makes managing money easier, more effective and more fun.

Employee comment: “We can never communicate our messages too often. It allows our people to make better decisions, feel ownership and see the impact they make.”

5. Paradigm

Paradigm is transforming the way building products are sold around the globe. Their clients range from regional, mid-sized manufacturers of building products to major international home improvement retail organizations. Paradigm has the technology, experience and industry expertise to help any organization become more efficient, profitable and competitive.

Employee comment: “I think being a people-centric and people-first organization is who we are, mixed in with a little bit of fun.”

6. STOUGHTON HEALTH

For more than a century, Stoughton Health has provided expert, independent community health care services. In addition to a comprehensive employee benefits package, Stoughton Health provides tuition advancement and wellbeing programs, an on-site exercise facility and discounts on its health services. It also invests in its employees through its Workforce Development Grants, which are awarded to employees to further learning in clinical and nonclinical fields to fill workforce needs.

Employee comment: “I feel I can make a difference in the lives of patients in a way that I can choose instead of being dictated on how I should provide that care.”

7. PLASTIC INGENUITY

Plastic Ingenuity, with 363 employees at its Cross Plains facility, is one of the largest custom thermoformers in North America. The company values collaboration and aims to create a productive and fun working environment. It offers employees a profit-sharing plan in which 42% of profits are bonused back to employees. The firm also offers tuition reimbursement and pays 90% of health benefits costs after deductibles.

Employee comment: “I get to work on a team that genuinely puts our best effort into the work that we put out. It is respectful, fun and everyone is always so willing to help each other.”

8. CERTCO

This Madison wholesale grocery distributor employs 563 people and provides service to more than 200 stores throughout Wisconsin, Minnesota, Illinois and Iowa. Certco’s employees enjoy a 401(k) match, profit-sharing and a flexible spending account. It also invests in employee wellness, offering an on-site trainer and gym, health club reimbursement, a smoking cessation program, 10-minute chair massages, flu shots and weekly chiropractic care on site.

Employee comment: “The company is constantly trying to keep everyone involved and connected. I believe this company is moving in the correct direction for continuous growth.”

9. WPS HEALTH SOLUTIONS

This not-for-profit health insurer, with 426 Madison-based employees, reaches active-duty and retired military personnel, seniors and families in Wisconsin and worldwide. Through sponsorships, donations, volunteerism and in-kind support, it emphasizes investment in causes of mental health and well-being support for all communities. It also features a performance-based culture in which excellence is recognized and rewarded.

Employee comment: “I feel like WPS leadership truly cares about its employees. I get to make an impact in improving revenue for WPS in my work and that my opinion matters.”

DIRECTION Kwik Trip

Survey statement: “I believe this company is going in the right direction.”

This privately owned, La Crosse-based convenience store chain has experienced steady growth and serves 10 million customers each week. It prides itself on a “roll-up-your sleeves” attitude and excellent customer service and employees are impressed by its growth and success. One employee said: “I like that they are always at least five steps ahead. As employees, we do not have to worry about our careers. We can feel confident that Kwik Trip is focused on future growth.”

MANAGERS Agrace

Survey statement: “My manager helps me learn and grow. My manager cares about my concerns.”

Agrace, which provides care and support to people who are aging, seriously ill, dying or grieving, prioritizes hiring top-notch managers. One employee said: “My manager is available when I need to speak to them regarding concerns or even to debrief about a patient situation or concern. My manager gives constructive feedback, and she always has an open door.”

NEW IDEAS CI Pediatric Therapy Centers

Survey statement: “New ideas are encouraged at this company.”

This pediatric therapy center, with locations throughout the state aims to make therapy fun and functional, build lasting family relationships and celebrate success. Employees at this Fitchburg-based firm said CI is a place that values new ideas and acts on them or informs people why the suggestions won’t work. Brainstorming is encouraged by team members.

DOERS Lexus of Madison

Survey statement: “At this company, we do things efficiently and well.”

The car dealership prides itself on taking care of employees, so they will treat customers in the same fashion. It fully equips new employees on their first day of employment and provides paid training for service certifications. Additionally, the firm focuses on delivering long-term value, continuous improvement and accountability.

MEANINGFULNESS Achieving Collaborative Treatment

Survey statement: “My job makes me feel like I am part of something meaningful.”

Founded in 2009, this Verona-based organization serves children and young adults on the autism spectrum. Team members work collaboratively with families and schools to provide individualized treatment. “I am able to make a difference in kids’ and adults’ lives,” said one employee. “I am able to see progress that my clients achieve that makes me extraordinarily happy.”

VALUES Berndt CPA

Survey statement: “This company operates by strong values.”

Berndt operates by 12 core values that are built around teamwork, placing clients first, delivering top-notch service, a shared belief in integrity, diversity and respect, and attracting and retaining the right clients. Team members at this accounting firm aim to grow and advance to serve clients’ needs.

CLUED-IN SENIOR MANAGEMENT Fairway Independent Mortgage Corporation

Survey statement: “Senior managers understand what is really happening at this company.”

Communication and values are priorities at Fairway, with 238 local employees and more than 5,500 across the nation. Leadership stays in touch with far-flung offices and offers advice and assistance in regular calls. It keeps offices up to date on business activities and the state of mortgage markets. “It’s an expectation that information is shared,” said Julie Fry, Fairway’s chief people and engagement officer.

COMMUNICATION goVirtualOffice

Survey statement: “I feel well-informed about important decisions at this company.”

This enterprise software firm, headquartered in Waunakee, discusses its business at monthly all-staff meetings. goVirtualOffice leadership says it wants team members to thoroughly understand its goals and priorities and feel like part of the company, no matter what their role is.

APPRECIATION The Alexander Company

Survey statement: “I feel genuinely appreciated at this company.”

One Alexander Company team member summed it up this way: “I am thankful for the comfortable environment the company has provides for me and my colleagues. It makes me enjoy my work and also give it my best.” Others at the award-winning development and historic preservation firm based in Fitchburg said leadership recognizes good work and values employee opinions and ideas.

WORK-LIFE FLEXIBILITY Paradigm

Survey statement: “I have the flexibility I need to balance my work and personal life.”

Paradigm, a Middleton firm that creates software for the building products industry, offers team members flexible work schedules and a paid-time-off program that allows employees a chance to recharge. It also has a four-tier program of employee incentives that allow employees to travel, try new activities or just have lunch.

TRAINING Stoughton Health

Survey statement: “I get the formal training I want for my career.”

Stoughton Health invests in its employees through its Workforce Development Grants, awarded to employees to further learning in health care-related, clinical or nonclinical fields to fill workforce needs. Programs are funded in full, with a two-year post completion commitment to Stoughton Health. It also offers tuition support and continuing education programs.

BENEFITS Terso Solutions

Survey statement: “My benefits package is good compared to others in this industry.”

Terso Solutions offers employees health benefits, paid time off, caregiver leave, an onsite wellness center, mental health support, emotional and social intelligence programs, financial benefits, family-forming benefits, pet insurance, tuition assistance, student loan repayment, onsite fitness centers, electric car charging stations, a community garden, and walking and skiing trails.

McKinsey & Company, a global consulting firm, surveyed 200,000 people in 81 organizations worldwide, and it identified four types of behavior that account for 89% of leadership effectiveness. They are:

• Being supportive,
• operating with a strong results orientation,
• seeking different perspectives,
• and solving problems effectively.

McKinsey found that contemporary leadership approaches work best when leaders are in service to the people they lead. “In this new approach, leaders practice empathy, compassion, vulnerability, gratitude, self-awareness and self-care,” the study found.

This year’s Top Workplaces survey results singled out three business leaders who received high marks for their efforts.

LARGE COMPANY Kevin Conroy, Exact Sciences

Simplification and teamwork drive the culture at Exact Sciences, with CEO Kevin Conroy believing in clarity and communication of the company’s goals.

“We’ve always believed that if you have more than three priorities, you have none,” said Conroy, whose 6,500-employee company is a leader in developing cancer prevention and detection tests that aid in disease treatment. “There is this rigor to saying, ‘Here’s what we’re going to do, break it into steps, and we’re going to do it.’ There’s a lot of work that goes into what is on the to-do list.”

The process also calls for a teamwork approach involving all Exact Sciences employees.

“Every employee in the company, from the people in the lab to the people in customer care, to me, all get a bonus — or don’t get a bonus — based upon the goals we set out in January, and we either achieve those goals or don’t in December,” he said. “Everybody knows it’s a scorecard.”

He added: “When you put that in the mind of a team that we are going to achieve this, and it’s achievable — we’ve done it for 15 years, so we know we can — it becomes a culture of success.,”

Exact Sciences also uses a DAI decision-making process that functions with deciders, advisers and informed parties.

“The whole goal is to say, ‘How risky is this decision?’ If it’s super-risky, that may come up to my level,” Conroy said. “But if it’s not risky, that decision should be made as close to the front line as possible.”

Throughout the process, trust and communication are essential — something that pervades the organization, he said. “As we’ve doubled and tripled in size, to say, ‘You are the decider, and you also have advisers to listen to,’ and maybe the most important part is the informed part. You have to communicate these decisions, so people understand them.”

MIDSIZE COMPANY Mike Peters, WPPI Energy

Mike Peters is a big believer in workplace fairness and the power of coaching.

The president and CEO of WPPI Energy — a member-owned, not-for-profit organization that serves 51 small, local utilities with wholesale electric power and services — believes that fairness in the workplace fuels a supportive, engaged workforce.

“It’s about treating people fairly,” said Peters, who has led the organization since 2011. “Really, compensation and benefits are just the table stakes to get you into the game. You have to be competitive in those areas. But it’s about having meaningful work, about being transparent and letting people use their skills.”

He added: “I’m the last person to be a micromanager. We empower employees. They know what need to be done, and we have professional people who understand that.”

Coaching employees, and not just supervising them, is critical to maintaining a productive and high-functioning operation, Peters said.

WPPI, which serves more than 200,000 homes and businesses in Wisconsin, Michigan and Iowa, has deployed a more formalized approach to individual development, in which employees sit down with their supervisors and map their own five-year growth trajectory.

The coaching environment calls for managers to meet at least quarterly with employees to not just performance, but goals and avenues to achieve them. WPPI trains supervisors to become coaches and encourage employee growth.

“We’re a relatively flat company, which has some challenges. But we find ways to enhance people’s jobs so that they can feel that they have the opportunity to grow in their positions, increase their compensation, grow their responsibility, even if their titles don’t change dramatically,” Peters said.

SMALL COMPANY Rose Oswald Poels, Wisconsin Bankers Association

Deep experience helps inform the way Rose Oswald Poels lead the Wisconsin Bankers Association.

She has worked for the association for over 30 years, starting as a legal intern and rising through the ranks to CEO. The daughter of Cedarburg parents who ran a full-service gas station, she learned a lot about work and management.

“I grew up pumping gas, checking oil and washing windshields,” she said. “I was taught at a very young age that no job is unimportant, so I have approached my life and career that way. I respect everyone’s role at the association.”

The group, with 35 Madison employees, provides advocacy and expertise to banks statewide, and Poels uses an open and personal style.

“In an organization of our size, it’s really critical to know people and relate to them,” she said. “People come to the office with all of the highs and lows of their personal lives. You have to respect that and make accommodations for it.”

Poels also values transparency, providing an open-door policy and monthly staff meetings where financial information and progress on the organization’s strategic plan are shared with staff.

Member service is also an association priority.

“A lot of the great things we do for our members really drive me,” she said. “When we have advocacy wins in Congress or at the state level, having a fund team around me is very important to me. And there are always celebrations among the membership. We’re putting out a high-quality product and providing them with value.”

One major challenge lies in where the workplace is located. The KPMG CEO Outlook Survey found 64% of global leaders predict a return to the office by 2026. But the consulting firm McKinsey discovered that when workers are offered flexibility in a new role, 87% took the offer.

Finding success in the marketplace while balancing all of these factors is no small feat.

Against that backdrop, some Madison-area firms found solid, lasting footings. This sixth edition of Top Workplaces spotlights their accomplishments as places where people find company support, work-life balance, excellent benefits and top-notch managers.

The Wisconsin State Journal — partnering with Pennsylvania-based Energage, an employee engagement and workplace improvement research firm — today celebrates a strong crop of companies that put extra effort into creating high-performing workplaces.

“Madison’s strong and growing economy depends on building creative, supportive and rewarding workplaces,” said Kelly Lecker, editor of the State Journal. “Top Workplaces spotlights the innovative approaches of those organizations and inspires others to follow suit.”

Top Workplaces affords organizations a chance to be recognized for creating excellent workplaces and to raise their profiles in the community.

“Being honored with a Top Workplaces award is a distinctive mark of excellence, setting companies apart in a recognizable way,” said Eric Rubino, Energage CEO. “Top Workplaces embody the highest standards, and this award, rooted in authentic employee feedback, is a point of immense pride.”

At a time when talented employees are treasured by organizations, Top Workplaces also plays a role, said Rubino.

“Top Workplaces awards are a powerful tool for companies to attract exceptional talent,” he said. “They showcase distinctive culture strengths and communicate a clear message to potential recruits: ‘This is a place where you can thrive and excel.’”

Energage surveyed 19,401 employees at area firms and identified 70 organizations as Top Workplaces.

Overall, employees surveyed in the Madison area were positive about their organizations’ values, felt included as part of a team, and felt that they have managers who care about their concerns. They also gave companies high marks for feeling appreciated and for working for firms that are going in the right direction.

Some firms have been remarkably consistent in their rankings. Five companies — Kwik Trip, Fairway Independent Mortgage Corporation, The Douglas Stewart Co., Horizon Develop Build Manage and Palmer Johnson Power Systems — have been named to the Top Workplaces list for six years running. Another seven firms have made the list in five of the six years.

The companies in this year’s survey spanned construction, software development, biotechnology, engineering, finance, and many other sectors. Their workplace cultures are as diverse as their products and services, but all have won the confidence of their employees by creating supportive places to work.

Check out this year’s section to learn more about the winners, their approaches, and how workplace culture translates to marketplace success.

“Our two cornerstones are transparency and trust,” said Rachel Govin, chief operating officer and corporate counsel at this year’s top-ranked small company. “We trust our people and our hiring team to hire good people who will make good decisions. Everyone is empowered to make any decision.”

In addition, Govin said the firm, which has properties in seven states, works to keep employees informed about company initiatives and finances in twice-yearly all-staff meetings. And quarterly meetings are held with top leaders and department heads to review similar information with the goal of sharing it with their departments.

“Finding good people who want to stay, who can get invested in the company and understand what we’re trying to build is the hardest part.”

Investors Associated also offers workplace flexibility, which helps retain high-performing employees.

“If you’re getting your job done, I don’t really care where you get it done or when you get it done, as long as you’re available in an emergency,” Govin said.

All full-time employees are paid a benefits credit of 15% of their salary or wages to defray the cost of insurance and other voluntary benefits. If the out-of-pocket employee cost of benefit programs is less than the Benefits Credit, the employee receives the difference as income.

Investors Associated also contributes 3% of employees’ pay to their 401(k) plans regardless of whether the employee contributes.

The firm provides employees flexibility to enjoy work-life balance and encourages team members to try new ideas and find creative solutions.

“There is a lot of autonomy here. You’re able to carve your own path, but you’re afforded the flexibility to make your work and your life exist in harmony. We allow people to shape their own schedules,” Schanhofer said.

KL Engineering has four Wisconsin offices, and Scott Cramer, its chief operating officer, makes it a point to know employees personally.

“You realize that the little things are really the big things. Just simply knowing someone’s kid’s name is important and people appreciate your being present and listening,” Cramer said. “You have to go beyond saying you care and listen to their ideas and concerns.”

The firm also encourages people to work across disciplinary boundaries, especially when they are younger or new to the company.

“We don’t have silos in how we do our work,” Schanhofer said. “We help integration and build relationships and let people really experience different fields of engineering and see where they fit and what they enjoy.”

Cramer said innovation and creative thinking is encouraged at KL Engineering.

“We’re big on failing — but failing forward. We love to see young people try new things and stretch themselves,” he said. “There are some leaders who are threatened by a 28-year-old walking in and telling them how to change. For me, that’s cool. I’m glad you’re smart. We hired the right person.”

“The worst week, on average, is about 50 hours,” said Berndt, managing partner of the 40-member firm. “We make sure we work with ideal clients that we can deal with year-round, and we limited our Form 1040 practice to the business owners of businesses we work with.”

He added: “The reason people leave public accounting in many cases is that they don’t see their families in January, February, and March. That’s a huge disruption and we want to avoid that. One of our key performance indicators is that we work less this year than we did last year.”

The firm has a program called Cozy for a Cause in which employees make a cash contribution in return for being able to wear casual clothing on Saturdays during tax season, which last year raised $1,500 for the Carbone Cancer Center.

“We like to have fun, but we also understand that the community has needs,” he said.

Berndt also takes a major, and early interest in selecting new employees at the firm. He does all of the first interviews with job prospects. It also helps Berndt understand new hires, their needs, and their values.

“We don’t want the prima donna that believes they are entitled to something,” Berndt said. “I want to see how they communicate, what they want to accomplish, how they approach team activities. It’s amazing how many people who are surprised I talked to them first, not last.”

The Alexander Company, based in Madison, specializes in urban infill development, historic preservation and affordable housing solutions. The company has worked on projects nationally and has 71 local employees.

“Central to our culture are collaboration and employee empowerment. By empowering our employees, we’ve cultivated a sense of ownership across the team,” Alexander added. “Our employees treat the company as their own, taking immense pride in its growth, the quality of our work and the impact we have on the communities we serve.”

In addition to its benefits plan, employees at The Alexander Company also enjoy work-life balance.

“One standout benefit that our team members particularly enjoy is half-day Fridays: the workday ends at noon, every Friday,” said Alexander. “Initially introduced as a summer perk, it was so well received that we decided to make it a permanent, year-round feature. This gives everyone the feeling of a long weekend, every week, contributing significantly to work-life balance.”

Alexander said that the company’s work is also inspiring for employees, giving them a sense of pride. The company often works to provide housing at all income levels and preserve the history of the communities it serves.

“Each project is a story of preserving history, returning once-loved landmarks to prominence, and providing a quality environment in which people can live, work and interact,” he said. “Knowing that our efforts are contributing to something larger than ourselves helps foster a strong sense of accomplishment.”

Treating employees well is the key to growth and success at the Middleton car dealership, he added.

“We take care of our employees at a high level, and they take care of our customers at a high level, and there’s not really a second option,” Wineke said.

Communication and transparency play into employee engagement and build a teamwork atmosphere said Nate Riesen, the dealership’s general manager. The dealership makes its goals clear and discusses them continually.

“We celebrate the wins,” Riesen said. “If we’re not achieving our goals, course correction is discussion-based, with staff suggesting ways to do things a bit differently.”

The dealership has monthly meetings to involve team members. One is an Employee Council involving leadership and selected employees from each department who are encouraged to speak openly about what works and what doesn’t.

Another is an all-staff luncheon meeting in the dealership’s delivery bay at which employee milestones and birthdays are recognized.

In addition to a comprehensive benefits package, employees have a wellness program, in-house “shout-outs” for high achievement, and an employee assistance program that offers legal advice, financial advising and counseling services. And the dealership listens to employee suggestions for community involvement in causes that they are passionate about.

“We know our employees,” Riesen said. “It’s something we do differently here. It really comes down to genuine caring, too.”

“Our mission statement is about helping member utilities working together to be better places to work, live and play,” said Mike Peters, WPPI’s president and CEO. “We emphasize service respect, service collaboration. It’s what we preach, and when we interview potential employees, that’s part of the interview process.”

WPPI, this year’s top-ranked midsize company, stresses community involvement at home, too. It provides funding and outreach to each of its member communities for scholarships, charitable organizations and community events.

Closer to home, WPPI and its employees team up with the Sun Prairie Business and Education Partnership, volunteer for local home meal delivery, donate time and fundraising support to the Boys & Girls Clubs of Dane County, and provide holiday gifts through the Spirit of Giving program.

“We’re here to serve,” Peters said. “We serve member communities. It’s not the other way around.”

Employees responding to the Top Workplaces survey echoed the theme of community services and stressed that the organization values new ideas and supports and respects its staff. Said one: “I work with smart, respectful people who are always helpful and open to hearing new ideas.”

WPPI boosted paid time off for employee this year, revamped its bereavement policy to be more inclusive of various family structures and strengthened its employee assistance program. It also offers paid parental leave, educational reimbursement, professional development and wellness programs.

Employees seem to respond to the culture and benefits offered, and employee turnover remains low, Peters said.

“We have a number of employees who have 30 years, 25 years of service. Twenty years is not unusual,” Peters said. “It’s about treating people fairly.”

“We talk about our core values every day,” she said. “We have 10 core values, and one of them is always being addressed in some form or fashion throughout our communications.”

Those values include such things as “humility first,” “speed to respond,” “have fun,” “seek wise counsel,” and “consistent, honest communication.” Fry said communication is critical because the firm has 283 employees at its Madison headquarters and more than 5,500 nationally.

“We’re very transparent in our communication,” Fry said. “We have weekly calls for our executive team to understand what the trials are for that week, where we are in the market, and we try to make sure everyone understands the business we’re in. From there, our leadership team cascades that messaging down to their teams.”

The company, which has been recognized in all six years of the Top Workplaces project, also emphasizes developing high-quality managers.

“We do a lot of manager training on how to make sure we’re engaging our employees, making sure they feel appreciated, that they’re involved and that they have a voice,” she said.

Fairway has also launched a new department to focus on diversity, equity and inclusion, and has created an array of employee resource groups aimed at interests including women’s empowerment, veterans and new parents.

Fairway also stresses community involvement through its Fairway Cares program, which provides care packages to people in need because of a critical illness or other personal tragedies. The company and its employees also sponsor the American Warrior Initiative, and donations have provided 352 service dogs nationwide to veterans.

“It doesn’t matter if you’re the newbie on the block or you’re the owner,” said Pam Moore, ACT’s human resources director. “We really all come together to work as teams with our clients. There’s total buy-in.”

A shared commitment to provide effective therapies to neurodivergent people and their families drives the culture at ACT.

“It’s nothing like any work environment I’ve been in,” Moore said. “We share the same passion to help these individuals. They are advocating in the community, collaborating with teachers and educational systems. I hear the saying that it takes a village, and it truly does.”

The majority of ACT staff members work remotely at clients’ homes and schools, developing and implementing customized therapies.

“We have an internal group called the Ambassador Crew that organizes social events — not only for our staff, but also for our clients and their families,” said Moore. “We have an internal shout-out program where staff can send a shout-out to a colleague for doing great work. That’s tied into a gift-card drawing.”

In addition to a comprehensive benefits package for full-timers, ACT offers employees tuition reimbursement and a day of paid volunteer time each year. The company is also involved in community events, especially those benefitting those with autism.

ACT supports accessibility in the arts by partnering with Children’s Theater of Madison in producing sensory-friendly performances. It also organizes the Running with Autism in the Community and Everywhere 5-kilometer run/walk and partners with Dane County Human Services to support an annual holiday gift program.

“We’re very team focused. It’s not about individuals here. It’s what we accomplish together that’s a real selling point to people,” he said. “The book puts vocabulary and definitions to the behavior we’re looking for. People identify with it, and they want to be part of a company where everyone is striving to be an ideal team player.”

Communication is a way that senior leadership promotes teamwork among its 161 Madison employees.

“We try to be transparent and open, and we do a lot of manager training to make sure that managers have good communication with their employees in one-on-one meetings,” said Seiler. “And we do employee engagement surveys because we want their feedback.”

Seiler said he often spends days sorting through employee responses to determine whether changes are needed.

“If we make a change because of it, we say it happened as a result of feedback we received. We try to build trust that way. Then, we also do it on a division-by-division level,” Seiler added.

Among the cultural competencies that the bank promotes is valuing diversity. The bank integrates diversity, equity and inclusion into talent development and retention. It’s most recent company engagement survey showed that its employee “belonging score” was 91%.

“It really aligns with our culture,” Seiler said. “We want everyone to feel like they are a part of the team.”

Singlewire, which has been named to the Top Workplaces list four times, develops software solutions that enable organizations, including schools and corporations, to detect threats, notify people, manage emergency incidents and protect their people.

“Culture is a bottom-up type of thing, and everyone is engaged and committed,” said Swanson. “It stinks when you read about an active shooter incident, so when we step back as a team we can say, ‘Hey, this is a pretty good thing we’re doing here. We’re trying to save lives.’”

Singlewire, with 155 employees, emphasizes trusting staff members and promoting collaboration.

“We trust the individual’s judgment, their collaboration,” he said. “We don’t get hung up on organizational hierarchy. We trust that people can work out the best path to problem resolution. We give them the tools they need to do that.”

Swanson also values employee communication and is about to implement regular roundtables, where 15 invited employees from across the company talk openly about the business, issues and problems.

Singlewire leaders meet with every new hire to convey the company’s culture, history and strategic goals.

“We want them to know that we’re passionate about our customers, so we’re going to rally around you and support you,” Swanson said. “The real message is, ‘We want you to be comfortable working here.’”

The company also goes out of its way to organize social events, such as new-product celebrations and an annual homecoming picnic, which brings together remote and on-site staff.

“We’re sending our employees out to take care of patients, and we want them to feel cared for by their employer,” said Lynne Sexten, Agrace’s CEO. “We make sure their work-life balance is good, that their pay is fair, the benefits are good and that their manager cares for them.”

Agrace has devoted considerable time and resources on training managers to listen to staffers and help them chart career courses. Managers develop an engagement plan for all of their employees and discuss it with them at least quarterly.

Once or twice a year the organization sends employees a letter and gift box to show appreciation. For example, at the end of 2023 Agrace team members received a 2024 Wisconsin state park pass and a web link allowing them to order outdoor-related merchandise.

Most of Agrace’s employees work outside of its hospice headquarters. So Agrace scrapped its companywide picnic and gave the funding to managers so they could arrange their own, smaller outings with their colleagues.

“Second Harvest Foodbank is a place where departments have volunteered, and afterwards maybe they’ll go to a restaurant and have a meal together,” Sexten said. “It’s a chance for a team-building day.”

Agrace also provides professional development opportunities.

“We have many employees who came to us as a nursing assistant, and then became a licensed practical nurse and a registered nurse,” Sexten said. “We’ve provided them a lot of resources to help them get there through scholarships, precepting and hosting their clinical rotations.”

Through all of that mind-boggling growth, Kwik Trip has managed a high-performing workplace. It has won Top Workplaces recognition for six consecutive years. Management attributes much of that to its hiring practices.

“We look for people who are people-minded, humble leaders who are creative and hard working,” said David Niemi, a company spokesman. “We want to know what they’ve done recently to help someone else, what they do for random acts of kindness and how they handle tough situations. If that’s not who they are, they can’t make it up.”

Its hiring practices and fringe benefits have helped Kwik Trip maintain a low employee turnover rate.

Kwik Trip allocates 40% of its pre-tax profits to be shared by employees in an annual cash bonus and extra 401(k) benefits. The company has a Retail Helper program that employs people with disabilities in 15-hour-a-week jobs.

It also has employee health clinics in Middleton, La Crosse and Appleton. Preventive care is free, and sick visits cost employees a flat $20.

“Your physicals, your immunizations, your checkups, your blood pressure, cholesterol screens, weight-loss coaching, smoking cessation — that’s all free,” Niemi said.

The company offers three-week training for new store leaders in food safety, financials, inventory control and other retail issues. This spring, it is also sending its trainers out to stores to conduct refresher training for store leaders.

That’s especially important as employee needs have shifted through the COVID-19 pandemic, she said. “We’ve increased our focus on listening, hearing, acting and planning,” she added.

Exact Sciences also recognizes the importance of allowing employees to grow in their jobs by gaining new skills or applying them in new ways.

“People want to learn wherever they work,” Condella said. “Maybe someone thinks, ‘I could learn something more about AI,’ or ‘I could take what I’ve learned here and apply it in a different department.’ We’ve tried to create those pathways and the right resources to help employees take on that learning journey.”

The company, founded in 1995, has increased its Madison footprint and global presence. It has 3,000 Madison employees and 6,500 in all.

Community involvement is also a priority at Exact Sciences. In 2023, it matched $650,000 in employees’ United Way contributions, its staff volunteered for Habitat for Humanity, and it sponsored the American Family Insurance Championship — a golf tournament that benefits American Family Children’s Hospital and the Make-A-Wish Foundation.

The company also offers employees two paid volunteer days annually to work for a cause they feel passionate about.

“We had more than 12,000 hours of volunteer service in 2023, which is a significant increase, so we know that it’s meaningful to our employees,” Condella said.

The company also has a full-featured wellness program. It offers points and incentives for participating in various activities, cooking and fitness classes, onsite fitness centers and subsidized personal training.

“We can never communicate our messages too often,” she said. “It allows our people to make better decisions, feel ownership and see the impact they make.”

All Summit employees are trained as financial educators.

“It gives them firsthand knowledge on how to help others,” Sponem said. “When a member actually sends you a handwritten note in the mail, you know you’ve made a difference. And we get quite a few of those. And when members are having trouble making ends meet, we have people to help them get back on track.”

All-staff gatherings are held twice a year, Sponem meets with department heads regularly, and she sends out a video or written communication every two weeks.

In the past six years, Summit’s workforce has doubled to about 925, with about 700 of those in the Madison area.

“I look at growth as a reflection of how well we’re doing,” she said. “It’s a scorecard measurement. If more people want to be part of what you do, then you’re successful.”

Summit provides workplace flexibility. “We work really hard to reduce stress in our employees’ day-to-day lives so that they can help our members reduce their stress,” Sponem said.

As the credit union has grown, Summit invested in training its managers in effective ways to coach employees and help guide their careers in ways that benefit both the credit union and its staff.

“It’s not always about today,” Sponem said. “It’s also about where people want to go. If they’re happy doing what they’re doing, fine. But if they want to look toward something different, we need to know that and work to help them.”

Paradigm, which produces software solutions for the building industry, strikes a creative spark by hiring talented people and caring about their success.

“I think being a people-centric and people-first organization is who we are, mixed in with a little bit of fun,” she said.

For example, its Paradigm Proud is a multi-tiered program that allows managers to reward employees who go beyond expectations with gifts or lunch. Twice annually, 20 employees are awarded $1,000 to try a new experience; some have bought Brewers tickets and rented a bus to take friends and co-workers the game or purchased exercise equipment.

Paradigm also actively solicits employee suggestions — physically and digitally — and reports back to the entire staff what was done to respond to suggestions or provide reasons why they can’t be implemented.

Like much of the working world, Paradigm has embraced workplace flexibility. In the past five years, Martin said, Paradigm went from a Madison-centric business to one with employees in almost every state.

“If your culture isn’t evolving, I think you’re missing the mark,” she said. “Flexibility is one of the biggest things that employees want. And that doesn’t look the same for everyone. We empower our leaders and teams to say, ‘What works for you?’”

How vital is employee communication to your organization’s success, and how do you use it?

Employee communication is something we put a strong emphasis on and always strive to continue to improve. One of the shifts that we’ve implemented within the last several months is creating a communications department dedicated to whole-company communication. We also strive to be a company that listens, seeks feedback from staff and clients, and learns from and integrates the feedback.

How do you encourage a healthy work-life balance at CI Pediatric Therapy Centers?

As an organization that works with children and families, we know that play and fun are essential. Ways that we incorporate fun and balance into our work include staff events and company outings, paid time off, flexibility in developing a schedule, encouraging vacations — including some company-sponsored trips, ability for some remote work, and volunteer opportunities with community partners doing great work locally.

What are the three words that summarize your approach to leadership and success? How are they put to work at your organization?

Collaboration: We offer interdisciplinary therapy services in one building to increase collaboration between therapists and families and believe that achieving goals big and small is all due to working together.

Innovation: We believe in creativity and innovation and that our best ideas come from our staff and the families we serve.

Service: My mission is to work hard every day for the talented staff at our organization to ensure they are equipped to do their best work while serving our clients and their families.

What value does Certco place on workplace culture and its role in your overall success?

By creating a culture that recognizes and rewards our employees hard work we have been able to cultivate teamwork, integrity and passion into our workforce.

How do you keep your employees focused on Certco’s mission?

The grocery retail owners we provide our services to are not only valued customers, but they are the owners of Certco. Our employees understand the urgency and the service level that our retailers expect. In addition to that, we have incentive programs.

How vital are fringe benefits to creating a strong workplace and recruiting top talent?

Our fringe benefits contribute to our employees’ job satisfaction, career development, work-life balance and morale. We strive to offer fringe benefits that attract new talent and retain our top talent.

How has your approach to hybrid or remote work evolved since 2020? How has it factored into employee expectations?

We have come a long way since 2020. Today we have hybrid remote work schedules available to those whose jobs afford them to do so, with staff in all departments onsite to support those who are required to work onsite. This also has allowed us to expand our recruiting area with hybrid work opportunities.

That workplace relationship goes far in reducing employee turnover that usually results in costly retraining and lost productivity. And it builds an organization’s profile, making it easier to attract staff in a new employment landscape.

Chris Baichoo, executive director and CEO of WMEP Manufacturing Solutions, told participants at the 2023 Wisconsin Economic Summit in Appleton that workplace culture is key to countering labor scarcity and maintaining a productive workforce.

He cited a recent survey that found that of 415 Wisconsin manufacturers surveyed, 81% were struggling to find qualified workers.

“You’ve got to have a marketing mindset. And what that means is you’ve got to start treating your employees as customers. You’ve got to give them what they want so they come on board,” Baichoo said.

Employers, he added, need to abandon rigid top-down attitudes and fine-tune their workplaces to meet employee expectations.

“One of the things I’ve learned over the last couple of years is that understanding the strengths of every employee and customizing an advancement program that builds on their strength, whether it’s up or lateral — it’s really important to be able to understand how you make it fit,” he added.

Kevin Conroy, CEO at cancer diagnostics and detection firm Exact Sciences, also acknowledges the critical linkage between customers and employees.

“If you want to be a great company for a long period of time, focus on two groups: Your customer and your frontline team members. Obsess about them,” said Conroy, whose firm has 6,500 employees. “And the only way to obsess about them is to listen to them.”

A 2023 study by the Conference Board found that, apart from competitive pay, the factors that most strongly influence employee retention center around work experience and culture. It also found that the greatest differences on satisfaction between workers who have higher versus lower intent to stay on the job are in organizational culture, leadership quality and work-life balance.

New studies also show that we’re all working through our new relationship with remote and hybrid work. A Gallup survey of 9,000 employees found that fully remote workers feel more engaged with their work but more disconnected from their workplace’s mission and purpose.

Gallup found that meaningful feedback sessions involving recognition, discussion about collaboration, goals and priorities and employee strengths are needed to combat those feelings of disconnection. And all of that requires top-notch managers.

Dave Seiler, president and CEO at Madison First Business Financial Services, acknowledged that developing new managerial skills is critical at a time of remote work.

“Your clients can vote with their feet, and so can your employees,” he said. “We try to focus on things like: Are people getting their work done? Are they being productive? Are they available? If that’s happening, we can be very flexible on how they do it.”

And a 2023 Washington Post-Ipsos survey found that while pay matters most to employees, having a good boss or manager ranked second in importance, underscoring the importance of managers able to handle the demands of a changing workplace.

Julie Fry, chief people and engagement officer at the Madison headquarters of the Fairway Independent Mortgage Corporation, said most employees are working at least two days in the office. Managers at the 5,500-employee company are settling in to the new workplace reality.

“Putting more emphasis on the work-life balance of our employees has been key,” she said. “There are challenges with measuring non-widget type departments, but we treat our employees like adults and trust that they’re doing their work. They love it.”

What ticks off job seekers the most? The frustration with the amount of time it takes to find a job, along with the added stress and spotty communication.

“The labor market has changed,” said Kinsey Smith, senior people scientist at Energage, which conducted the research. “Jobseekers are no longer as patient. And there’s a dwindling pool of people who are willing to jump through all of those hoops to work for an organization that they are not sure is even the right fit for them.”

One example: There are big gaps in perceptions centered on clear communication of company culture. While 80% of employers believe they effectively convey their company culture to job seekers, only 30% of candidates share the same perception.

Furthermore, while 60% of employers said they felt they were regularly communicating, only 28% of job seekers said they felt the communication was sufficient.

Both hiring organizations and job seekers agree that hiring, recruiting, and finding a job are more difficult than in past years. Post-pandemic, companies have been battling challenges around inflation, the great resignation, and issues around remote work, among others.

The Top Workplaces Research Lab recently conducted a comprehensive survey, gathering insights from both hiring organizations (246 responders) and jobseekers (302 responders) to shed light on the hiring process.

While there were some commonalities in their views, there were also significant disparities. Here are some other key findings:

Challenging times: Both employers and job seekers report an increased level of difficulty in the hiring and job-hunting processes compared with the pre-pandemic era.

Perception gap: Job seeker responses indicated a more negative interview process than what hiring organizations believed candidates at their own organizations would experience.

Culture fit discrepancy: While 95% of hiring organizations considered culture fit highly important when selecting a candidate, only 45% of job seekers shared this perspective.

Dissatisfaction with time-to-fill positions: Nearly half of hiring organizations (47%) expressed dissatisfaction with the time it takes to fill vacant positions within their organizations.

Effective recruitment channels: Hiring organizations reported that they find most candidates through employee referrals and job boards.

Effectiveness of hiring efforts: Surprisingly, only 56% of hiring organizations rated their hiring and recruiting efforts as highly effective.

Where are employers finding workers? Of those employers surveyed, 78% said they find talent through referrals. Some 61% use job boards. Another 38% use word of mouth, and about a third rely on direct advertising. Another third said they used promotions and transfers to fill positions.

When asked what obstacles are hurting the hiring and recruiting process, 62% of employers said there was a limited talent pool. About half said candidate expectations for pay was a barrier.

Another third cited candidates unexpectedly dropping out of process as well as a limited number of applicants. And 29% cited candidate expectations for remote work.

Not surprising, employees valued pay, work-life flexibility and benefits (in that order) when looking for a job.

When asked what would improve the process, job seekers said better communication, transparency about pay, a shorter process and clearer expectations around the job itself.

Recommended best practices for employers around hiring:

• Communicate more, from start to finish, at every phase of the process.

• Streamline the hiring process.

• Be transparent about pay from the beginning.

• Design the process to be more inclusive of diverse candidates.

• Collect data on the most important aspects of the hiring process and use it to improve.

For employers that are struggling to fill spots, Smith said “it might be time to look internally and see what they could be doing differently to try to shift things.”

She said companies would be wise to assess their hiring process by talking not only with new hires but with jobseekers who did not join the organization.