professional education

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.

Latest Results from The Harris Poll

OKLAHOMA CITY — Nearly 90% of U.S. job seekers say they’ve worked a side hustle with 41% admitting to double dipping on the clock either part-time (24%) or full-time (20%). While employers are concerned about workers’ divided attention, 50% say their company has no code of conduct or policies prohibiting working more than one job on company time.

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

More than half of hiring managers (55%) have discovered employees working side hustles during company time, raising concerns about lower productivity (50%), decreased focus and attention to detail (47%) and reduced engagement (37%).

On the other hand, most job seekers (57%) believe employees should be allowed to pursue side gigs during work hours, as long as it doesn’t affect their productivity for their primary job.

There is a clear generational divide, with Gen Z and millennial job seekers more likely than their Gen X or boomer/senior counterparts to agree with this sentiment (67% and 64% vs. 44% and 34%). A smaller majority of job seekers (52%) agree that employees should be allowed to work a side hustle during company time if their primary income isn’t sufficient to cover essential expenses.

The most common reasons job seekers cited for working a side hustle or gig during company time were to earn extra money for expenses (61%) or to increase savings (51%).

Some even work a side hustle to bridge their professional skills or work situation, such as learning new skills they can use at their other job (32%), training or improving on existing skills they can use at their other job (26%), trying out a new industry/field (23%) or to slowly transition out of their other job (16%).

Side Hustle Sacrifices
Balancing a side hustle with other responsibilities requires job seekers to make significant trade-offs. Approximately a third (35%) reported having less free time or struggling to manage their time (33%), and more than a quarter (27%) feel more burned out.

To a lesser extent, some of those job seekers reported challenges related to running their own business — having to invest their own money (20%), fear of failing/not being successful (19%), having to learn new or different skills (18%), not receiving benefits as they would through a company (16%) and/or having to pay self-employment tax(es) (15%).

Among job seekers who have never worked their side hustle during company time, some aren’t shutting the door completely on that option as 28% say they are likely to work their side gig/hustle during company time in the future.

The door to working a side hustle during company time swings open even further if they think they can get away with it.

Forty-seven percent of job seekers would likely work a side hustle during company time if they thought they could get away with it. Gen Z and millennial job seekers are more likely than Gen X or boomer/senior job seekers to have this attitude (52% and 57% vs. 34% and 22%, respectively).

Notably, most companies do not seem to be prepared to deal with their workers doing a side hustle gig during company time.

Only 36% of employed U.S. job seekers report their company’s code of conduct or policies prohibit employees from working more than one job during company time. Twenty-two percent are not sure if their company’s code of conduct or policies prohibit it.

Consequences Vary; Most Undefined
Most companies that discover an employee is working a side hustle during company time take some kind of action, most commonly asking the employee to only work on their secondary endeavor outside of company time (37%) or giving them a verbal warning (28%).

To prevent such situations, 42% of hiring managers say their company has updated policies.

With the growing acceptance of side hustles during company time, job seekers generally favor a lenient approach toward employees found engaging in these activities.

Approximately half of job seekers (51%) think companies should simply request that these employees limit their side hustles or gigs to outside work hours. In contrast, fewer job seekers support stricter actions, such as termination (12%), demotion (7%) or salary reduction (6%).

“While it’s clear side hustles reflect ambition, drive and sometimes, necessity, they often come at the expense of focus during company hours,” said Bill Stoller, Express Employment International CEO. “The data shows that many organizations haven’t yet developed the framework to support employees balancing multiple commitments. This growing challenge requires a proactive approach to ensure both company and personal goals can thrive without compromise.”

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.

The Jobs of Today Are Not the Jobs of Tomorrow, but Training Opportunities Are Abundant

By Bill Stoller, Chairman and Chief Executive Officer of Express Employment International

OKLAHOMA CITY — A few years after one of the hottest job markets in decades, which led to soaring wages and opportunities for job seekers, stabilizing economic conditions are allowing businesses to reassess their operations, including headcount.

Job seekers are feeling the shift: 31% fear losing their jobs before finding new ones, according to a recent Express Employment Professionals-Harris Poll survey. A similar study from the Federal Reserve Bank of New York also shows rising job seeker uncertainty, with fewer people employed, a record number looking for work, and a higher likelihood of unemployment.

So, if unemployment remains relatively low at 4.3% and the U.S. currently has 8.2 million open jobs, why are so many job seekers saying they aren’t receiving offers?

The skills mismatch.

The jobs of yesterday are not the jobs of tomorrow, especially considering the new kid in town — generative AI.

According to the World Economic Forum, 44% of workers’ skills will be disrupted in the next five years with cognitive skills at the top of the ideal candidate wish list for recruiters. A similar 2023 Express-Harris Poll survey found hiring managers deem dependability, work ethic, and a willingness to learn absolutely essential.

Just as I tell myself the 1970s were “only” 30 years ago, the next five years will be gone in the blink of an eye, and the skills mismatch will either continue to worsen or businesses and individuals can invest in reskilling today.

I’ll be the first to admit that finding the time to reskill or upskill can be daunting, especially heading into the busyness surrounding the end of the year. Kids’ activities, work obligations, and holidays dominate schedules. But with increasing competition for employment, job seekers can’t afford to wait.

Fortunately, short, focused certificates or courses, known as microcredentials, are flexible and efficient training options widely available in-person and online. Instead of, or in addition to, higher-education degrees, microcredentials focus on specific skill sets such as accounting, business management, anatomy and physiology essentials, and drilling basics. Some are even stackable to achieve associate and bachelor’s degrees.

Several companies also offer certificates and microcredentials for the general public, like Google and LinkedIn. For example, Google offers certificates for data analytics, cybersecurity, IT support, and more through the Coursera platform.

At Express, we are proud to be part of the skills mismatch solution by offering our own training and certifications:

• Workplace Pro — Office Ready, Job Ready, and Success Ready Certifications
• ExpressLearn — Flexible Courses in High-Demand Fields
• Express Certifications — Business Office Technology and the Career Preparedness Certifications

Before committing to microcredential coursework, research how to demonstrate proof of completion for a future employer. Often, programs will issue a unique digital badge from third parties such as Credly or a competency-based transcript. Digital badges can be added to your LinkedIn profile or resume.

Microcredentials appear to be gaining traction as 77% of hiring managers in the 2023 Express-Harris Poll survey said they are just as valuable or more valuable than traditional degrees, and 81% agree they provide the workforce with skilled workers in a timely manner.

On the employer side, shrinking budgets are elevating reskilling urgency, providing a way to fill roles without hiring new talent.

Sixty-eight percent of hiring managers say they plan to reskill employees this year—a 13% increase since 2021. The most popular reskilling option is to offer company-led training programs (71%) followed by on-the-job training by other employees (62%) or third-party training courses (46%).

Jumping on the AI train, 16% say they will use artificial intelligence to help train workers.

Whether you choose to completely overhaul your skill set or close gaps in knowledge, as H. Jackson Brown, Jr. said, “The best preparation for tomorrow is doing your best today.” The future of work is here, and you don’t want to get left behind.

Could Indicate a More Competitive Job Market     

Latest Results from The Harris Poll

OKLAHOMA CITY — Amidst an unpredictable labor market, employed U.S. job seekers most commonly fear not receiving the salary increase or raise they deserve at their current company (44%), but another concern is on the rise that could indicate a growing shift in the workforce.

A recent Express Employment Professionals-Harris Poll survey reveals employed job seekers’ fear of losing their job before finding a new one has risen from previous waves and might support the perception the job market is becoming more competitive (31% vs. 28% Fall 2023, 24% Spring 2023).

With those fears and actions in mind, it’s not too surprising the top reasons employed job seekers are looking for a new job are to find/negotiate for better compensation (46%), to find the work/life balance they want (41%) and/or to find better growth opportunities in their current industry (41%).

Employed job seekers with at least a four-year degree are more likely than their counterparts with less than a four-year degree to say they are looking to find/negotiate for better compensation (53% vs. 41%, respectively) or to keep an eye out on the job market (36% vs. 21%).

Additionally, employed job seekers looking for new jobs are predominantly willing to accept full-time positions (83%), with smaller proportions looking for part-time (36%) or contract/freelance (27%) positions.

Quit, Laid Off or Fired
Many unemployed American job seekers have been out of work for an extended period of time, with about a third (32%) remaining unemployed for more than two years. Needing to quit or quitting voluntarily (34%), being laid off (19%) or being terminated or fired (12%) are the most common reasons.

Among job seekers who needed to quit or quit voluntarily, 32% say it was because of a physical, emotional or mental health condition or they wanted to find a job with better or more pay (30%).

Defining a Job vs. Career
Employed job seekers have worked at their company for an average of seven years and a little more than a fifth (21%) have been with their current company for more than 10 years.

However, even with many recording long tenures at their company, more than half (55%) describe their current employment as having a job (i.e., the work I do/perform to earn money to support my needs/wants) rather than having a career (i.e., a long-term occupation/profession I not only earn money to support my basic needs but also enjoy and/or take pride in) (45%).

Gen Zers are more likely than their Millennial or Gen X counterparts to describe their current employment as having a job vs. a career (74% vs 51% and 48%, respectively).

Employed job seekers share several reasons for saying their employment is just a job, including:

• “The only benefit I get from the job is a paycheck. No added value to my life or my personal growth or professional development.” — 37-year-old male job seeker
• “Right now, with prices so high on everything, I feel that I just have a job. I used to feel I had a career.” — 36-year-old female job seeker

Other job seekers see careers as employment in which they are personally invested, have a sense of agency or expertise, match what they went to school for or feel like they are making a meaningful difference. Specifically, they say:

• “I have spent decades studying my profession (music), and it is part of my identity” — 47-year-old female job seeker
• “The work I do matters. I work at a hospital and get to help people every day even when they are having their worst day.” — 34-year-old female job seeker

“Every job serves a purpose and could be the first stepping stone on the path to a meaningful career,” said Bill Stoller, Express Employment International CEO. “For those feeling unfulfilled in everyday duties, making positive changes starts today. With the widespread availability of online certifications and training, make the investment to reskill and turn your job into a career of fulfillment.”

Survey Methodology
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.

32% of Companies Hold Headcount Steady

Latest Results from The Harris Poll

OKLAHOMA CITY — Hiring outlooks and expectations of workforce increases remain high, largely driven by expansions in work with many citing increased workloads and newly created positions. However, budgetary constraints may be stalling some companies’ growth.

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

However, Most Believe Mandatory Hikes Should Increase with Inflation

Latest Results from The Harris Poll

OKLAHOMA CITY — As of July 1, half of America’s 50 states have enacted a minimum wage increase, and hiring managers say if their company is impacted, they may have to make big changes.

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

More than a third of hiring managers (35%) report their company would increase salaries/wages across the board (not just for minimum wage workers) if/when there is a mandatory minimum wage increase.

Around 3 in 10 would utilize/implement more automation/artificial intelligence (31%) in response to mandatory wage increases.

However, 1 in 5 report that they would need to take more drastic measures — including reducing their workforce (19%), outsourcing more work (17%) and/or decreasing the number of hours employees work (17%).

Despite the challenges that may come with a minimum wage increase, most hiring managers and job seekers (86% and 81%, respectively) believe minimum wage should increase to keep up with inflation rates. Fifty-one percent of hiring managers and 19% of job seekers strongly agree with this statement.

The majority of job seekers also say minimum wage increases help the personal finances of minimum wage workers in the long run (76%), but 68% are concerned minimum wage workers will need to worry more about job security.

And in a sign of potential internal strife, 58% of job seekers would quit their jobs if they found out an entry-level employee and senior-level employee had the same salary/wage at their companies following a minimum wage increase.

Mandate Fallout
In Oregon, minimum wage increased July 1 to $15.95, and Express franchise owner Sara Delafuente says it will likely impact her clients and other businesses in Portland.

“Some may experience higher operating costs, which could lead to price adjustments for their products or services,” she said. “However, there may also be positive outcomes, such as increased employee satisfaction and productivity and a boost in consumer spending power, which could benefit businesses in the long run.

“While the minimum wage increase presents challenges, it allows businesses to innovate and improve. By focusing on efficiency, employee development and strategic planning, companies can absorb the impact of higher wages and thrive in a more equitable economic environment.”

Several thousand miles away in New Hampshire where minimum wage did not increase this year, employers are already paying the “market rate,” according to local Express franchise owner John Roller.

“No one has come close to paying as low of a minimum wage since I moved here in 1983,” he said. “However, if New Hampshire was to increase minimum wage to the mid-to-high teens, businesses and workers that rely on entry-level jobs could be negatively affected.”

For neighboring regions that fall under recent mandated wage hikes, Roller says employers should look for cost savings in all areas with the possibility of raising prices to offset the revenue hit.

“It’s also a great time for businesses to consider flexible staffing solutions, such as temporary- or part-time workers, to manage labor costs more effectively, handle peaks and valleys in workflow and partner with a firm to find the best possible candidates in this competitive recruiting environment,” Delafuente added.

Domino Effect
Roller opposes minimum wage increases that reflect inflation, because of the havoc it can wreak on the market.

“The employment market, like other markets, is best left to itself,” Roller said. “It self-corrects. If an employer pays too little relative to the market, people leave for higher-paying jobs, and the company will have to raise rates to be competitive.

“Reward workers based on work performance, excellence and contributions to the company’s success rather than a mandated wage.”

Conversely, Delafuente believes minimum wage should keep up with inflation, with the caveat of a measured timeline.

“Adjusting the minimum wage for inflation helps maintain the purchasing power of workers, ensuring they can afford basic necessities despite rising costs,” she said. “However, increases must be balanced and gradual to allow businesses to adapt without significant disruption.”

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.

Seven Discovery Days To-Date Results in 14 New Franchisees Added to the Staffing Provider’s Network

OKLAHOMA CITY — Express Employment Professionals, the leading global staffing provider franchise, announced today its significant growth in the first half of 2024. To date, the company has hosted seven Discovery Days, which resulted in a total of 20 new franchise agreements, eight new franchisees, and 12 resales. These deals will bring Express to eight new markets, including Poughkeepsie, NY; Florence–Sumter, SC; and Temecula, CA, and more.

Building on Express’s strong momentum this year, the recent promotion of Bob Funk, Jr. to Executive Vice President of Corporate Development and Global Growth signifies the brand’s continued commitment to strategic expansion. This leadership focus, alongside the dedicated franchise sales’ team’s efforts, has undoubtedly contributed to the impressive YTD franchise growth Express is seeing.

“We’re really excited about the momentum we’ve built in 2024 thus far. Our strong year-to-date performance is a result of several factors, and all of these achievements position us for continued success throughout the remainder of this year, even amidst potential economic headwinds,” said Vinny Provenzano, CFE, Senior Vice President of Global Franchising. “Investing in a staffing franchise is a lucrative opportunity, particularly in today’s climate. Numerous individuals are finding it challenging to secure new roles, while businesses need expert help to fill open positions. Recognizing this, several of our prospective franchisees have discovered that now is the perfect time to capitalize on the staffing industry.”

As the brand continues to expand across the country, qualified franchisees can take advantage of Express’s new incentive program, making now the perfect time to invest in a proven leader with a loyal customer base. The program offers a refund of up to $40,000 on the initial franchise fee and lowers the barrier to entry for new owners, boosting their chances of early success. Express also offers comprehensive training and support throughout each franchisee’s first two years of operation, enrolling them in the “Success Track” program, which lays the groundwork for achieving success in their initial years.

Express Employment Professionals is the number-one staffing franchise for people, communities, and businesses, and has received numerous awards to speak for the brand’s success. For the 13^th consecutive year, Express was ranked as the top staffing franchise in Entrepreneur’s Franchise 500. Additionally, Express received the Franchise Research Institute’s World-Class Franchise award and was ranked #25 on FranchiseDirect’s Top 100 Global Franchises. Franchise Business Review also named Express as a Top Franchise, Top Franchise for Women, and a Top Franchise for Culture. The company annually employs nearly 500,000 people across more than 860 franchised locations worldwide. Express franchises open more than two years have proven to average more than $6.4* million in sales.

Express’s long-term goal of putting a million people to work annually is at the heart of its company’s vision: to help as many people as possible find good jobs by helping as many clients as possible find good people. The brand is actively seeking qualified candidates to help grow its footprint where resale and new territories are available including Ontario, California, Texas, Pennsylvania, British Columbia, and South Carolina.

To learn more about franchise opportunities with Express Employment Professionals, contact Vinny Provenzano at Vinny.Provenzano@expresspros.com or www.ExpressFranchising.com.

However, Employers Encourage Authenticity, Promoting Positive Mental Health

Latest Results from The Harris Poll

OKLAHOMA CITY — Although overall company culture has become more casual, 41% of U.S. job seekers still don’t feel comfortable being themselves in the workplace as 79% believe employees are discouraged from discussing certain topics.

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

The top three topics still follow the “tried-and-true” philosophy of topics to avoid at work: salary/wages (51%), politics (50%) and religion (47%). Additionally, Gen Z perceives discussing politics (64%) as more frowned upon than discussing salary/wages.

While job seekers may feel there are subjects they shouldn’t talk about at work, that doesn’t mean that they are uncomfortable doing so.

Discussing family is a topic that 4 in 5 job seekers (80%) are fine with, proving even higher for Gen X (85%). More than half of job seekers are also okay with discussing physical health (69%), DEI&B (67%) and mental health (53%).

And, as for the traditional three topics to avoid at work, at least 2 in 5 are comfortable sharing salary/wages (53%), religion (48%) and politics (43%). Gen Z and Millennials are far more comfortable discussing salary and wages (70%, 58% vs. 45%, 40%) and religion (62%, 52% vs. 42%, 39%) compared to Gen X and boomers/seniors.

Workplace etiquette can be a moving target though, as more than half of job seekers (56%) feel it is confusing to know what is and isn’t acceptable etiquette in the workplace because it has changed so much. Perhaps for that reason, most job seekers (86%) say they like to keep their home life separate from their work life.

Encouraging Authenticity

Around three-quarters of hiring managers (76%) say their company places a great deal/moderate amount of priority on encouraging employees to be authentic (i.e., bring their whole selves) at work.

A key part of the whole self of an employee is their mental health — and three-quarters of hiring managers say their company also promotes positive employee mental health (77%). Yet digging deeper, only around 2 in 5 say their company places a great deal of priority on authenticity (39%) and promoting positive mental health (40%), perhaps leaving room for improvement in these areas.

An inability to discuss topics openly at work could hinder some employees from feeling welcome to share and add their unique perspectives at the company.

The majority of hiring managers (70%) say there are topics employees are discouraged from discussing at their company — including politics (38%), salary/wages (38%), religion (35%) and their health (both physical and mental) (24%). Diversity, equity, inclusion and belonging (12%) and family (12%) are also off the table at some companies.

“Several company environments now lean toward a more laid-back atmosphere in the post-pandemic era; however, some sensitive conversations are not appropriate for the workplace,” said Bill Stoller, Express Employment International CEO. “While people should be comfortable being themselves at work, employees should respect the beliefs of their colleagues, creating a safe space for everyone. A healthy company culture is an inclusive and supportive one, no matter the personal differences.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals between Oct. 31 and Nov. 10, 2023, among 1,007 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. 9 to 26, 2023, 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.