• To differentiate Quad as an employer of choice, we offer a flexible work model for office-based employees and continue to pilot work schedule options for manufacturing employees that promote work-life balance.
• We provide an innovative, comprehensive Total Rewards package to be more competitive in each of the labor markets where we have operations. This includes resources for employees’ total wellness across physical, emotional, financial and social well-being.
• We seek to engage our employees, listening to what matters to them, and then celebrating their accomplishments.
• We promote career tracks with paths for accelerated responsibility, career growth and competitive earnings. These efforts include creating rich learning and development programs.
• We remain committed to helping our employees pursue their retirement dreams or other financial goals through tax-advantaged retirement savings plans and free financial coaching.

We are consciously working to improve the candidate experience, create an inclusive environment and reduce potential hiring biases. For example, our Agency Solutions group has been at the forefront of reimagining how we discover, interview and hire employees by:

Also, in fall 2022, Quad launched a new recruiting and training hub in Milwaukee’s Central City to build and strengthen relationships within the community while also serving as our new Wisconsin recruiting and training hub.

Part of Quad’s ongoing legacy is rooted in creating jobs with competitive pay and innovative benefits that support families, strengthen communities and provide long-term career growth opportunities.

• Our pay processes ensure that Quad is externally competitive for the markets where we compete, and internally equitable based upon employees’ experience, job responsibilities, performance and business results.
• We regularly evaluate our pay practices and structures, and work toward continued pay equity regardless of gender, race or ethnicity.
• Based on our belief in fair and competitive pay as a reflection of our Values, Quad will complete its commitment to increase the base hourly rate for all U.S. employees to at least $15/hour by the end of 2022.

Performance Management

100% of our U.S. employees receive annual reviews. We use a holistic approach to listen to employees, evaluate their performance, discuss individual career development, celebrate accomplishments, and set individual and team goals.

• All employees are reviewed annually against core competencies. The process is a two-way conversation: employees can submit a self-evaluation, giving them a voice.
• Managers and supervisors take our employees’ input into consideration when preparing evaluations, using it to open up more helpful conversations.
• Fairness and objectivity are important. We can solicit 360-degree feedback on an employee’s performance from people who have worked closely with the employee, offering new and different viewpoints, and helping to identify an employee’s strengths.
• Employees can provide written feedback for their review, too. Grounded in our Values, our evaluation process is transparent and ongoing.
• Evaluations are shared directly with the employee, digitally stored and available to employees year-round.

Employee Engagement & Job Satisfaction

Becoming an employer of choice begins with listening to our employees. In recent years, we have begun using engagement surveys to help us better understand what our employees like about working for Quad, what we can improve, and what could drive greater job satisfaction. These surveys are critical to maintaining our culture and values, including creating a welcoming, inclusive environment.

• We administer our surveys online using a third-party experience management company to protect our employees’ anonymity and encourage candid feedback.
• We include standard questions on engagement, communications and leadership together with questions customized to department and location.
• Survey results are taken seriously. They are aggregated and shared with both local and corporate leadership.
• Our internal engagement specialists help interpret the results and lead discussions about what the data means, including what may be happening in various locations, what events may be impacting engagement, and what trends to pay attention to moving forward.
• Leaders incorporate feedback into their plans to address areas of impact or concern, while inviting employees into continued, productive conversation.