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OKLAHOMA CITY — Express Employment Professionals franchisees from around the globe recently convened in Dallas, Texas, to mark a year of outstanding sales and accomplishments at the 2025 International Leadership Conference (ILC). This annual event brought together leaders from the staffing giant to celebrate their successes and set the stage for another year of excellence.

The event featured EGOT actress Viola Davis and James Lawrence, a Guinness World Record holder known as the “Iron Cowboy,” and networking and training for roughly 1,400 attendees.

“ILC is more than just an annual event; it’s an opportunity to connect with industry leaders and peers,” noted Bill Stoller, CEO of Express Employment International. “The honor of exchanging knowledge and insights with such talented individuals propels Express to new heights, equipping us with the strategies and resources needed to excel this year and beyond.”

The Employee of the Year award, the inspirational highlight of each year’s conference, was presented to Darren Walton for his unwavering resilience and extraordinary dedication during challenging times.

Despite enduring a severe car accident that left him in a coma and an assault that hospitalized him just two days after starting his current job, his ability to rise above adversity and his steadfast devotion to his role have made him a beacon of inspiration for all.

“For nearly four years, Darrin has consistently gone above and beyond in his role,” said Samantha Beaster, manager partner and director of operations for the west Indianapolis, Indiana, Express office. “He is the definition of dedication — working overtime to lend a helping hand, being a true team player and exemplifying everything we value in an Express associate. Employees like Darrin are why our local office is celebrating its 30th anniversary this April!”

Walton returned the praise, saying the experience showed him how the company values everyone and provides incredible growth opportunities.

“Express shows that everyone, from new workers to new franchisees, is a valued team member,” he added. “I’ve given speeches and had people clap for me, but the support in that room, at that moment, showed me that this is a family. How has it impacted me? I want to grow within the company and be a part of Express’ magic.”

Express franchise owners Tina and Tom Williams were also recognized from the stage as this year’s Franchisees of the Year for their exemplary demonstration of Express values — People, Teamwork, Built to Last and Integrity.

Their contributions to Express have been invaluable. From providing insights through franchisee focus groups to volunteering for Express Leadership Academy initiatives, Tina and Tom have played a crucial role in the growth and success of the organization. They even piloted an app, sharing key learnings and sparing other franchisees potential hassles.

The couple’s advocacy work and involvement in state legislative efforts have helped numerous businesses remain competitive. This kind of dedication is rare and has earned them the respect and admiration of their peers.

“Tina and Tom’s contributions have fundamentally strengthened our organization,” Stoller added. “They exemplify the innovation and community engagement spirit that drives our success. Their ability to inspire and lead by example has elevated their own franchises and set a benchmark for others to follow.”

Express boasts more than 870 franchise locations in five countries across the globe, garnering $3.7 billion in sales and employing 427,000 associates in 2024.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

$3.7 Billion in Revenue and Robust Franchise Growth Underscore a Year of Remarkable Achievements

2024 Highlights

• Revenues of $3.7 billion in the U.S., Canada, South Africa, Australia and New Zealand
• Office Count: 870
• Employed 427,000 people
• Client Partners: 66,000

OKLAHOMA CITY — With $3.7 billion in revenue and 427,000 associates employed across 870 franchise locations globally, Express Employment Professionals marked 2024 as its fourth-best sales year in more than four decades of operations.

Franchise expansion consisted of awarding 48 franchise development agreements, including locations in California, Ontario, Texas and South Carolina.

“Our franchise owners and their teams have shown exceptional dedication and resilience in the face of challenging market conditions,” said Bill Stoller, CEO of Express Employment International. “Their unwavering commitment is the cornerstone of our success. I am incredibly proud of their achievements and the positive impact they have on our clients, job seekers and communities.”

Express received numerous accolades in 2024, earning spots on prestigious lists, such as:

• Entrepreneur: Franchise 500 List and Best in Category for 13 consecutive years, Franchise 500 Hall of Fame, Fastest Growing Franchises, Top Global Franchises, Top Franchises for less than $150,000, Top Brands for Multi-Unit Owners and Top Franchises for Veterans
• Forbes: America’s Best Professional Recruiting Firms and America’s Best Temp Staffing Firms and America’s Best Large Employers
• Staffing Industry Analysts: Fourth-Largest U.S. Staffing Firm, Third-Largest U.S. Industrial Staffing Firm, Second-Largest U.S. Office/Clerical Staffing Firm, Largest U.S. Direct Hire Firms, Largest Direct Hire Staffing Firms Globally and 13^th-Largest Global Staffing Firm
• Franchise Business Review: Top Franchise Culture, Top Franchises for Women, Most Innovative Franchises, Most Profitable Franchises, Top Franchises for Veterans and Top Franchises
• ClearlyRated: Best of Staffing® Talent and Client Diamond Award
• Franchise Direct: Top 100 Global Franchises
• Franchise Times: Top 400 (#28)
• Franchise Research Institute: World Class Franchise Since 2006

Starting 2025 on a high note, Express has once again been recognized as the Top Staffing/Recruiting Firm on Entrepreneur’s Franchise 500 list. Additionally, the company earned a spot as Franchise Direct’s 10th Top Franchise, ClearlyRated’s Best of Staffing Talent Award and maintained the Diamond Award for ClearlyRated’s Best of Staffing Client.

“At Express, the human connection is what truly differentiates us,” Stoller said. “Our ongoing commitment to linking exceptional companies with top talent ensures we remain a trusted partner in the industry, driving us to new heights and solidifying our position as industry leaders.”

Ready to join a winning team as a business owner? Visit ExpressFranchising.com to learn more about the proven Express model. With more than 100 territories available across North America and several resale opportunities, there’s never been a better time to seize this incredible opportunity.

If you would like to arrange for an interview with Bill Stoller to discuss this topic, please contact Sheena Hollander, Director of Corporate Communications and PR, at (405) 717-5966.

How Connections Improve Morale and Productivity

OKLAHOMA CITY — Over the past few months, many major companies have instituted a return-to-work policy for their employees, with some citing the change as a way to foster a stronger culture and a more productive workforce. However, according to a recent Express Employment Professionals-Harris Poll survey, workplace friendships may be the accelerator for these elements.

Nearly all U.S. hiring managers (97%) feel there are benefits to employees forming friendships in the workplace, including:

• Improving employee and company productivity (67%)
• Increasing employee morale (55%)
• Strengthening company culture (51%)
• Improving employee mental health (50%)
• Reducing turnover (44%)
• Reducing employee burnout (40%)

Friendships may help retain current employees, as 89% say employees are more likely to stay with a company if they have friendships in the workplace, with 42% strongly agreeing with this statement.

Encouraging Friendships in the Workplace
Companies appear overwhelmingly confident in their employees’ ability to form friendships in the workplace, with a strong majority (85%) believing it is easy for employees to do so. More than a third report it is very easy (34%). This perception may be attributed to the number and variety of ways companies encourage employees to establish these relationships. Nearly 9 in 10 companies (87%) use methods to encourage/help employees form friendships, most commonly through:

• Lunch events (46%)
• Encouraging meetings among peers/those at the same job level (43%)
• Hosting company retreats/get-togethers (40%)
• Mentorship programs (32%)
• Happy hours (29%)
• Group volunteer days (28%)

Interactions Outside the Workplace
Outside of the workplace, more than 95% of hiring managers believe employees at their company interact in a variety of ways, including:

• Texting/phone calls (76%)
• In-person get-togethers (59%)
• Social media interactions (53%)
• Attending events for one another (45%)

Sixty-nine percent report their company actively encourages such employee interactions outside of work. Creating a welcoming and communicative workplace may encourage friendships, and this appears to be the case for many. However, there seems to be a fine line, as 70% feel workplace interactions should be kept strictly professional.

Shifts in Employee Demeanor
Interestingly, companies have taken note of a shift in employees’ demeanor over the past few years. Forty-two percent say employees today are more extrinsically motivated (i.e., motivated to perform well for a raise, promotion or bonus) than three years ago. Nearly a quarter report employees are more confrontational (24%) and less excited about connecting with colleagues in person (24%).

Friendships in the Workplace Benefit Job Seekers and Companies
Most employed U.S. job seekers’ companies encourage friendships in the workplace, and many report the methods their companies use to encourage friendships are effective. Even though most job seekers agree that workplace interactions should be kept strictly professional, that does not necessarily mean “no” to friendships. A majority report that there are specific benefits to friendships in the workplace for themselves and their company.

Perception and Benefits of Companies Fostering Workplace Friendships
Job seekers report leaning toward being professional at work but also believe there are benefits to being friends with coworkers. Specifically, many job seekers believe there is a wide range of specific benefits they experience when they form friendships in the workplace:

• Improved mental health (47%)
• Improved productivity (46%)
• Increased desire to stay with the company long-term (45%)
• Increased morale toward the company (41%)
• Reduced burnout (39%)
• Decreased desire to quit/leave the company (34%)
• Reduced interpersonal conflicts in the workplace (33%)
• Improved opinion of company culture (33%)
• Improved opinion of the company, in general (29%)

The Value of Friendships for Job Seekers
The benefits and value of friendships in the workplace for job seekers manifest in other ways. More than half of employed or unemployed job seekers who have ever been employed (59%) report they could not get through a workday without the friendship(s) they’ve formed at work. About half of all job seekers (49%) are worried about being able to create a friendship(s) at their next company.

Employed or unemployed Gen Z job seekers are more likely than their millennial, Gen X and boomer/senior counterparts to agree they could not get through a workday without the friendship(s) they’ve formed at work (71% vs 57%, 56% and 50%, respectively). Gen Z job seekers are also more likely to be worried about being able to form a friendship(s) at their next company (67% vs 48%, 43% and 25%, respectively).

Friendships and Employee Retention
Friendships in the workplace can also benefit the company by keeping job seekers there longer. More than three-quarters of job seekers (76%) would be more likely to stay with a company if they have friendships in the workplace.

Among job seekers who have ever been employed, nearly two-thirds (65%) have stayed at a job longer than they intended because of their friendship(s) at a job. Thirty-six percent left a job they liked because they could not form friendship(s) at work.

Employed or unemployed Gen Z job seekers who have ever been employed are more likely than their millennial, Gen X and boomer/senior counterparts to have left a job they liked because they were not able to form friendship(s) at work (49% vs. 36%, 32%, and 23%, respectively).

Compared to three years ago, 31% of job seekers report employees today are less excited about connecting with colleagues in-person. Companies need to explore practical ways that work for their employees or risk losing out on the benefits of workplace friendships among job seekers.

Companies Fostering Workplace Friendships
Many job seekers report their company allows or even fosters space for friendships in the workplace in different ways. Sixty-nine percent say company culture welcomes employees sharing details of their personal lives during work hours if they are comfortable doing so.

Fifty-seven percent report that their company actively encourages employees to interact with one another outside of work. Further, about 7 in 10 (71%) employed job seekers indicate that the methods their company uses to encourage/help employees to form friendships in the workplace are effective.

Overall, job seekers are open to different methods for companies to encourage/help build friendships in the workplace. Among all job seekers, almost 9 in 10 (87%) report specific methods that have or would encourage/help them make friendships in the workplace. Specifically, the most popular methods include:

• Lunch events (42%)
• Encouraging meetings among peers/those of the same job level (42%)
• Hosting happy hours (32%)
• Hosting company retreats/get-togethers (31%)
• Affinity/social groups (28%)
• Encouraging group volunteer days (27%)
• Mentorship programs (25%)

Personal Experience and Actions
While about half of job seekers report they try not to engage with anyone that they work with outside of work (47%) and do not feel the need to be friends with those they work with (53%), the majority (76%) believe it’s easy for them to form friendships in the workplace. This ease of forming friendships is bolstered by the extent job seekers have interacted with colleagues outside of work, with texting (66%), getting together in-person (54%) or phone calls (53%) being the most common.

“In today’s dynamic work environment, fostering genuine friendships among employees is not just a nice-to-have, but a strategic imperative,” said Bill Stoller, Express Employment International CEO. “These connections enhance morale, boost productivity and significantly improve retention rates. By creating a culture where friendships can flourish, companies are investing in their most valuable asset: their people.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals Nov. 11 – 26, 2024, among 1,001 U.S. hiring decision-makers.

The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 21 to Dec. 10, 2024, among 1,039 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

Gen Z and Millennials Lead the Charge

OKLAHOMA CITY — More than half of U.S. job seekers are eager to switch industries (56%) or functions (52%), highlighting a significant trend in career mobility. This openness is further supported by the fact that 58% of job seekers have switched careers at least once, and 76% believe it is never too late. Only 14% have never switched careers and do not plan to.

This is according to a recent Express Employment Professionals-Harris Poll survey.

Generational trends reveal that Gen Z and millennial job seekers are more inclined to switch functions (66% and 58%) than Gen X and boomers (39% and 37%). However, older generations have changed careers more frequently, with 39% of Gen X and 44% of boomers having done so multiple times.

This suggests that career or function switching is becoming more common, and companies should prepare for employees making these transitions.

U.S. job seekers are interested in various industries if time, money or qualifications are not a factor. The top sectors include:

• Health care and social assistance (11%)
• Professional, scientific and technical services (8%)
• Finance and insurance (8%)
• Arts, entertainment and recreation (8%)
• Education (8%)

Among those who have switched careers or are interested in doing so, the most common reasons are:

• Desire for more flexibility (51%)
• Lack of advancement/fulfillment (46%)
• Inadequate compensation (31%)
• Skills better suited for another career (28%)
• Desire for more time off (27%)
• Looking for a more positive work culture (26%)
• Transferring skills to faster-growing industries (22%)

Nearly 9 in 10 job seekers (87%) would switch careers if they had the resources and more than 3 in 4 (76%) report that seeing others working in non-traditional settings (e.g., working from home, flexible hours) influences their desire to pursue similar opportunities.

However, common barriers to switching careers include:

• Having to start over (38%)
• Accepting a lower salary due to lack of experience (27%)
• Fewer job opportunities in the desired field (25%)
• Having to accept a lower-level position due to lack of experience (25%)
• Being too invested in their current career (23%)

Additionally, about 2 in 3 (67%) say they are less likely to switch careers given the current scarcity of job opportunities.

While more than a fifth of U.S. hiring managers (22%) report an increase in employees switching careers over the past three years, the majority (67%) say it has remained about the same. Many believe the current job market may slow this trend, with 75% feeling that fewer job opportunities make employees more hesitant to switch careers.

“In an era where career paths are increasingly non-linear, it’s essential to cultivate a workplace that values adaptability and continuous growth,” said Bill Stoller, Express Employment International CEO. “This mindset not only attracts top talent but also drives long-term success.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals Nov. 11 – 26, 2024, among 1,001 U.S. hiring decision-makers.

The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 21 to Dec. 10, 2024, among 1,039 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

OKLAHOMA CITY — Continuing its impressive streak in the Entrepreneur Franchise 500^® Hall of Fame, Express Employment Professionals has been named the top U.S. staffing/recruiting franchise for the 14^th consecutive year, according to the 2024 Franchise 500^® rankings released today.

“Joining the Express franchise network offers entrepreneurs a remarkable chance to build their own business and pursue their financial goals, while benefiting from the expertise and support of a seasoned global leader,” Express Employment International CEO Bill Stoller said. “Our consistent recognition as the top U.S. staffing/recruiting franchise by Entrepreneur underscores the unwavering dedication of our team and our innovative approach to meeting the unique needs of employers and job seekers.”

Jason Feifer, Entrepreneur editor-in-chief, says the Franchise 500 is more than a list. It’s a collection of life-changing opportunities, featuring strong and resilient brands that future franchisees will be proud to be a part of.

“This year’s honorees represent the bold ideas, operational excellence and adaptability that make franchising a cornerstone of entrepreneurial success,” he added.

Key factors in the evaluation include costs and fees, size and growth, support, brand strength, and financial strength and stability. Each franchise is then given a cumulative score based on an analysis of more than 150 data points, and the 500 franchises with the highest cumulative scores become the Franchise 500^® in ranked order.

Over its 46 years in existence, the Franchise 500^® has become both a dominant competitive measure for franchisors and a primary research tool for potential franchisees. Express’ position on the ranking is a testament to its strength as a franchise opportunity.

With more than 860 franchises internationally, in 2024, Entrepreneur further recognized Express as a Top Global Franchise, a Top Franchise for Veterans, a Top Franchise for Less Than $150,000, a Top Brand for Multi-Unit Owners and gave the company a Best of the Best ranking. Forbes added to the recognition with awards for one of America’s Best Temp Staffing Firms, Best Large Employers and Best Professional Recruiting Firms.

From Staffing Industry Analysts, Express was named among the largest U.S. staffing firms, largest U.S. industrial staffing firms, largest U.S. office/clerical staffing firms, largest U.S. direct hire firms, largest global staffing firms and among the top 50 providers of direct hire services globally.

If you want to make your mark as part of the top staffing/recruiting franchise, visit ExpressFranchising.com for more information.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

One-Third of Job Seekers Predict Decline in Desired Field Positions

OKLAHOMA CITY — Is the job market heating up or cooling down? U.S. job seekers are split in the new year, with a third believing there are fewer job opportunities in their desired fields compared to a year ago (33%), while 38% feel the number of opportunities remains the same and 29% see an increase.

This is according to a recent Express Employment Professionals-Harris Poll survey.

Job seekers are also divided on how easy it will be to find a new job in the next six months. Slightly more than half (51%) are optimistic about their prospects, feeling it will be easy to secure a job, while 49% anticipate difficulties. These sentiments mirror those from the spring 2024 wave, indicating a consistent split in job market perceptions.

Key Findings:

• Job Search Duration: Sixty-one percent of job seekers believe they will find a new job within six months, directionally lower than 66% in the spring of 2024 but a significant decrease from 69% in the fall of 2023.
  
  
• Motivations for Job Change: Employed job seekers are primarily looking for better compensation (40%), growth opportunities (38%) and improved work-life balance (33%). Notably, employed female job seekers are more likely than their male counterparts to look for a new job to find/negotiate for better compensation (46% vs 36%, respectively) or to find the work-life balance they want (39% vs 29%). Similar to the importance of work-life balance, this may also reflect the priorities female job seekers balance on top of their current roles.
  
  
• Job Preferences: Most job seekers are open to full-time positions (79%), with fewer willing to accept part-time (35%), contract/freelance (24%), temporary/seasonal (19%) or entry-level positions (18%).
  
  
• Challenges: The most significant challenges for job seekers include finding opportunities that match their qualifications (51%), securing jobs with the pay they need to cover basic expenses (44%) and standing out in a competitive market (40%). Millennials and Gen Xers are more likely to report difficulties in standing out compared to Gen Z and boomers.
  
  
• Barriers: The top barriers to employment are lacking hard skills, soft or communication skills (40%), companies claiming to be hiring but are only collecting applicants/resumes to review (34%) and being underqualified (23%). Gen Z and millennials are more likely to report a lack of hard skills as a significant barrier.

Despite these challenges, there is some optimism about wage growth, with 46% of job seekers expecting overall wages to increase in 2025. However, job seekers are prepared to act if companies fail to meet their expectations regarding benefits and compensation. Eighty-three percent would hesitate to refer others to companies with inadequate benefits, and 78% would likely leave such companies as soon as possible.

Boosting Career Marketability

January is the perfect time for job seekers to re-evaluate career goals and sharpen their skills to make them more marketable in the new year, according to Alisha Chappell, Express Employment International Talent Acquisition and Retention Director.

“Explore job postings for positions that interest you to identify any gaps in your technical skills,” she advises. “Then, consider enrolling in online courses or pursuing certifications to bridge those gaps and increase expertise in your field.”

“Take some time to reflect on how you can enhance your interpersonal abilities (soft skills). While specialized knowledge is crucial, many employers are willing to provide training for candidates who demonstrate strong soft skills, such as eagerness to learn, punctuality, a positive attitude, excellent communication and teamwork.”

Job seekers should highlight these skills on resumes and cover letters to help hiring managers immediately recognize valuable attributes, increasing chances of standing out in a competitive job market.

“Navigating the job market in 2025 requires resilience and adaptability,” said Bill Stoller, Express International CEO. “As job seekers face a dynamic landscape, those who remain proactive and open to continuous learning will find opportunities even in uncertain times. The key to success lies in leveraging one’s unique strengths and staying prepared to pivot as the market evolves.”

Survey Methodology
The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 21 to Dec. 10, 2024, among 1,039 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

More Than Half Plan to Increase Headcount

OKLAHOMA CITY — As 2024 comes to a close, 84% of U.S. hiring managers are positive about their company’s hiring outlook for the first half of next year, with 52% feeling optimistic, 46% hopeful, 45% confident and 38% satisfied.

This is according to a recent Express Employment Professionals-Harris Poll survey.

Most hiring managers (63%) anticipate increasing their workforce, with 19% planning significant increases and 44% expecting slight growth. Comparatively, in 2024, 63% of hiring managers also planned to increase their employee count, indicating consistent optimism over the past year.

The primary drivers for increasing headcount include managing increased volumes of work (52%), filling newly created positions (46%) and addressing employee turnover (43%).

Additionally, companies are looking to handle expansion into new categories or markets (33%), acquire expertise in new areas (30%), manage work caused by AI concerns (22%), rehire for positions that were previously cut (22%), manage work caused by cybersecurity concerns (20%) and adapt to changes resulting from new legislative or policy implementations (16%).

Stable or Minimal Reductions in Workforce
Thirty percent of U.S. hiring managers say their company plans to maintain current workforce levels in the first half of 2025, mirroring the 29% who reported similar intentions in 2024. Meanwhile, only 6% anticipate decreasing their workforce, consistent with the 7% of companies that planned to cut staff in 2024. The primary reasons for these workforce decreases include cost-cutting measures (68%), company restructuring (22%) and aligning with decreased demand (21%).

Optimism Balanced with Persistent Challenges
“There seems to be more optimism in the market after a slowdown from the crazy highs of COVID and post-pandemic activity,” said Bill Sofio, an owner of Express and Specialized Recruiting Group franchises in North Carolina, about 2025 hiring predictions. “There was a year or two of settling down and it feels like a more normal business cycle is forthcoming.”

In New Hampshire, Express franchise owner John Roller agrees. His sales representative is hearing a lot more enthusiasm for hiring after the past few years of “uncertainty about government regulations, confidence in orders forecasted and a very tight labor market.”

However, despite the high optimism heading into 2025, both Sofio and Roller say businesses will still face challenges, including continued worker shortages, return-to-office mandates and pushback against offering slightly lower wages.

“The positive sentiments among U.S. hiring managers highlight a resilient and forward-thinking workforce,” said Bill Stoller, Express Employment International CEO. “Businesses are strategically positioning themselves for growth, addressing immediate needs like increased workloads and turnover, while also preparing for future challenges such as AI and cybersecurity. The outlook for 2025 is promising, driven by a workforce ready to innovate and adapt.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals Nov. 11 – 26, 2024, among 1,001 U.S. hiring decision-makers.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

From Personal Details to Gossip, What Crosses the Line

OKLAHOMA CITY — While honesty is often touted as the best policy, it is possible to be too honest in the workplace. Many companies pride themselves on creating environments where employees feel safe to speak openly. However, the complexities and potential pitfalls of excessive honesty are becoming increasingly apparent.

This is according to a recent Express Employment Professionals-Harris Poll survey.

Most U.S. hiring managers believe their companies have successfully cultivated an environment promoting honest employee communication. An impressive 86% report that their organizations have created a safe and trusting atmosphere, while 80% affirm that the right systems and tools are in place to facilitate constructive criticism.

In fact, an overwhelming 95% of respondents feel that employees can speak openly with anyone in the company about their concerns or issues, with managers/supervisors (68%) and peers/colleagues (57%) being the most common points of contact.

However, conversations about employees’ personal lives can be more complex.

While 70% of hiring managers believe employees should feel comfortable discussing personal issues with their manager if they impact their work, nearly 39% find it challenging to help employees navigate these issues (e.g., health, relationships, finances) to improve productivity.

Thirty percent also report difficulty in helping employees set professional boundaries to prevent personal issues from affecting their work. This difficulty may stem from a lack of training, as 39% of hiring managers say their company does not provide resources or training on managing employees’ personal issues. Furthermore, 67% feel that discussing personal matters at work hinders productivity.

The Fine Line of Workplace Honesty
More than half of hiring managers (54%) disagree with the notion that employees can never be “too honest” at work and identify several ways in which employees can be excessively honest, such as sharing personal information about colleagues or themselves (65%), criticizing the company or colleagues (53%), gossiping or spreading rumors (51%) and venting about colleagues or projects (46%).

Examples of overly honest behavior reported by hiring managers include:

• “Talked negatively about our manager, stating she is a loser and does not pull her weight.” — 29-year-old female hiring manager from a company with 500+ employees
• “An employee shared their extramarital experience with me, and the spouse worked in my department.” — 55-year-old male hiring manager from a company with 10-49 employees
• “Someone told me they had a crush on me, which was very inappropriate.” — 32-year-old female hiring manager from a company with 100-499 employees
• “They said the CEO was never working and was too old for the job.” — 50-year-old male hiring manager from a company with 500+ employees
• “They commented that my clothes fit better before I had my child, which was uncalled for. I was 10 weeks postpartum.” — 32-year-old female hiring manager from a company with 500+ employees

And it appears that too much honesty can have damaging impacts, as nearly two-thirds (65%) feel being “too honest” at work will damage an employee’s professional reputation.

Balancing Honesty and Professionalism
Job seekers also say honesty can negatively impact workplace productivity and an employee’s reputation, with 54% disagreeing that employees can never be “too honest” at work.

There is a generational divide, with Gen Z and millennial job seekers more likely to agree than their Gen X and boomer counterparts (55% and 52% vs. 36% and 33%, respectively).

Almost 65% of job seekers agree discussing personal issues at work hinders productivity, and 71% believe that being “too honest” can harm an employee’s professional reputation.

Additionally, 89% of job seekers agree that it is important for younger generations to learn when it is appropriate to be honest in the workplace, with millennials, Gen X and boomers more likely to agree compared to Gen Z (89%, 95%, and 96% vs. 79%).

“While honesty is crucial, the wisdom to communicate thoughtfully is equally important,” said Bill Stoller, Express Employment International CEO. “In a professional setting, discerning what to share and keep private is key. It’s important to remember that some personal situations are best discussed with confidantes outside of work.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals between May 16 and June 3, 2024, among 1,003 U.S. hiring decision-makers.

The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from May 28 to June 10, 2024, among 1,002 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

Gen Z Leads in Workplace Communication

OKLAHOMA CITY — Nearly 3 in 4 employed U.S. job seekers (72%) believe their company fosters a safe and trusting environment that encourages honest communication, but a generational divide is evident: Gen Z and millennials are at the forefront, showing significantly more confidence in workplace communication than their Gen X counterparts (76% and 77% vs. 62%, respectively).

This is according to a recent Express Employment Professionals-Harris Poll survey.

Most job seekers find it easy to set professional boundaries (80%), receive constructive feedback from managers (76%) and be upfront about issues with their supervisors (68%). However, only 45% feel comfortable discussing personal issues affecting their work with their managers.

This varies widely by generation, with boomers/seniors (24%) less likely to find it easy compared to Gen Z (46%), millennials (53%) and Gen X (37%).

Notably, 16% percent of employed job seekers don’t feel they can speak candidly to anyone at their job about concerns or issues regarding their employer.

Company Perspectives
An overwhelming majority of U.S. hiring managers (86%) believe their company has built a safe and trusting environment that promotes honest communication. Additionally, 80% report their business has the right systems and tools in place to facilitate constructive criticism.

A striking 95% of hiring managers feel that employees can speak honestly with anyone at the company regarding their concerns or issues, with managers/supervisors (68%) and peers/colleagues (57%) being the most common points of contact.

“Creating a culture of honesty is not just about encouraging transparency among employees; it’s about equipping business leaders with the right tools and training to have open, honest conversations,” said Bill Stoller, Express Employment International CEO. “This survey shows each generation brings a unique communication style to the workplace, and it’s important for management to adapt their approach and provide tailored training to ensure effective communication across all age groups.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals between May 16 and June 3, 2024, among 1,003 U.S. hiring decision-makers.

The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from May 28 to June 10, 2024, among 1,002 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

However, Employers Must Weigh Risks to Recruiting and Retention When Speaking Out

Latest Results from The Harris Poll

OKLAHOMA CITY — Sixty-five percent of job seekers believe companies should speak out on key issues with half saying it’s important their current or future employers take a clear stance on topics that are important to them. And if job seekers disagree with the company’s position, 49% are ready to quit.

This is according to a recent Express Employment Professionals-Harris Poll survey.

The top concerns job seekers want companies to address publicly are diversity, equity, inclusion and belonging (DEIB) (37%), racism (35%), environmental issues (30%) and sexism (30%).

U.S. hiring managers agree, as nearly two-thirds (65%) feel companies should take a stance on specific issues — particularly DEI(B) (30%) and racism (30%).

Gen Z and millennial job seekers are significantly more inclined than their Gen X or boomer counterparts to value employers who take a clear stance on important issues (54% and 58% vs. 38% and 34%, respectively). Additionally, 40% of job seekers indicate they are less likely to apply to companies that remain silent on these matters.

Some employed job seekers have even challenged or questioned their company’s stance on specific issues such as racism (24%), sexism (24%) and free speech (23%).

However, companies should tread carefully since taking a firm stance could impact both their current and prospective workforce.

Approximately 20% of hiring managers have encountered job applicants or current employees who questioned their company’s stance on DEI(B) (22%), politics (20%) and free speech (19%). Following closely are inquiries about environmental issues (18%), racism (18%), religious freedom (17%) and sexism (17%).

Polarizing Politics
A company’s political stance also matters to job seekers, as 62% say this also influences their likelihood of applying for a job there.

In light of this, there is a noticeable difference in how job seekers perceive companies taking a stance on political issues in general compared to when a company addresses issues that matter specifically to them.

While 66% of job seekers believe that companies taking a stance on political issues poses more risk than benefit in attracting quality candidates, 61% still prefer to work for a company that speaks out on issues important to them, and 58% would likely decline a job offer from a company whose stance on these issues differs.

Seventy-eight percent of hiring managers also think companies taking a stance on political issues poses more risk than benefit in attracting quality candidates, and 33% strongly agree with this sentiment.

“Every company must thoughtfully choose which issues to take a stance on, based on their values and the needs of their stakeholders,” said Bill Stoller, Express Employment International CEO. “It’s about finding the right balance between staying true to the company’s mission and addressing the concerns that matter most to their employees and customers. This careful consideration helps ensure that any stance taken is both genuine and impactful.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals between May 16 and June 3, 2024, among 1,003 U.S. hiring decision-makers.

The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from May 28 to June 10, 2024, among 1,002 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.