RISK’s Post

Our internal survey has revealed the truth: it’s not money, benefits, or career. I can’t say for all companies, but it’s the corporate culture that makes people tick. The results we got were not a big surprise for us: Most respondents mentioned the total absence of discrimination at RISK; The second most popular response was that people trust their managers; Finally, the third thing in common for the majority of interviewees was the opportunity to get help from their superiors. For some teams, it may seem obvious and common, and I salute you for this. But it wasn’t about the responses that struck me the most. For the first time, we got replies from so many members of our organization. What did it say to me? You cannot overestimate the importance of a people-oriented approach in a company today. I’ve learned, again, that my team is the biggest treasure for RISK and me.

🌟 This time last year, our employees were eagerly completing a survey that would lead to our Top Workplace Award. 🏆 This year, we won't be participating in that particular survey, but that doesn’t mean we’ve stepped back from continuing to create a remarkable work culture. Building a great place to work is a continuous journey, not a destination! Having an award is a testament to the hard work and dedication it takes to get there, but the hard work never stops! Humans, working together, to accomplish goals... that's hard. 👍🏼 So, we're passing on a Top Workplace award addition this year but here are three ways we’re committed to keeping our culture strong: 1️⃣ Focus on Meaningful Impact: 🎯 We prioritize outcomes that matter. By aligning on what’s essential, we ensure every effort has purpose and supports our mission. Every pack member has a place and an important role - we're connected because of that. 2️⃣ Foster Trust and Growth: 🌻 Our executives and managers are more than supervisors; they’re mentors who build teams founded on trust. This environment allows everyone to perform at their best, knowing they’re fully supported (and, the recent Hurricanes that hit Florida highlighted this for us all too well). 3️⃣ Encourage Ownership and Innovation: 💯 We empower our team members to take responsibility, own their work, and have the freedom to be successful. This creates a culture where everyone actively contributes to making our workplace the best it can be. All three of these things require active nurturing - they don't happen automatically. I am proud of the team here at Spirion and the work that we do. 😎

Studies show that employees who feel neglected or undervalued tend to disengage, lose motivation, and may even jump ship. On the flip side, employees who know they’re appreciated are more likely to stick around, bring their A-game, and contribute above and beyond. Learn more about the power of feeling valued in our most recent blog! ⬇️ 📲 https://lnkd.in/ezdYK_eE

The biggest, yet SO easy-to-fix mistake companies make when trying to understand and fix employee pain points….. You finally made the commitment to survey your employees to understand how you can make their work lives easier. You took the time to really think about what questions to ask, which platform you were going to use and what you plan to do with the results. Then, you send out the survey and very few people participated. Moreover, the answers you did get were short, generic and not helpful at all. You know why? Because you didn’t make the survey anonymous. People will be more open and honest and provide more substantive answers if it’s anonymous. I mean, who wants to say negative things about their boss or the executive leadership team and face potential embarrassment, awkward conversations or even repercussions for speaking honestly? Make your surveys anonymous. Get my guide to leading with empathy and learn how to not make these types of mistakes. https://lnkd.in/gwKdS2fd

Racist Experiences at Work: The Statistics Speak. Will You Take Action? According to a report by Pearn Kandola: * 74.8% of respondents believe that racism is a problem in the workplace * The mean comfort level of discussing racism at work was 59/100 * 52.2%of respondents have witnessed racism in the workplace, and 28]()of those took no action. These statistics paint a troubling picture. It’s time to move beyond awareness and into a workplace where anti-racism is actively practiced. In this snippet, executive coach Lisa Leonce from the Diverse Executive Coach Directory shares her invaluable insights on harnessing the power of data to assess and enhance your organisation’s cultural dynamics. By diving deep into qualitative and quantitative metrics, Lisa provides a brief roadmap for identifying blind spots and uncovering areas that demand actionable change. Want to hear more? Watch the full webinar recording as we explore how your workplace can transform from mere awareness to impactful action, paving the way for a truly inclusive environment where every individual feels valued and empowered. – “From Awareness to Action: Building an Anti-Racist Corporate Culture”, we’ll help you understand the issues and empower you to take the necessary steps towards change. https://lnkd.in/eVV5YhJm

“I see ‘woke’ as simply treating people fairly and creating workplaces where everyone can thrive. Help me understand why that’s bad for business?” I love this statement from the Better Allies newsletter this morning, discussing ways to respond to eyeball-catching - but misleading - "anti-woke" headlines about corporations abandoning their DEI efforts because they're not good for business. Don't get me wrong, it has been a tough year for DEI efforts in the US - lest we forget that even a the leading global #HR association caved to political pressure and pulled equity from the title of its efforts. There has been a trend of big corporations backing down from DEI in various ways - but that doesn't mean they're abandoning DEI, nor does it mean that the work they're doing doesn't matter - as these bombastic headlines claim. Not only does the data continue to support that diversity is good for business, the impact actually seems to be increasing: companies with less diversity are even *less likely* to outperform their peers than four years ago. Diverse companies are still more innovative, and perform better financially. Regardless of what your company may or may not be investing in this year, there are still ways that you, as an individual, can continue to promote diversity, equity, and inclusion and make your workplace somewhere that anyone can thrive. Stick to the data; don't let clickbait deter you from contributing to the work that continues to move us all forward. ✌🏻 🌈 🖤

Racist Experiences at Work: The Statistics Speak. Will You Take Action? According to a report by Pearn Kandola: * 74.8% of respondents believe that racism is a problem in the workplace * The mean comfort level of discussing racism at work was 59/100 * 52.2%of respondents have witnessed racism in the workplace, and 28]()of those took no action. These statistics paint a troubling picture. It’s time to move beyond awareness and into a workplace where anti-racism is actively practiced. In this snippet, executive coach Lisa Leonce from the Diverse Executive Coach Directory shares her invaluable insights on harnessing the power of data to assess and enhance your organisation’s cultural dynamics. By diving deep into qualitative and quantitative metrics, Lisa provides a brief roadmap for identifying blind spots and uncovering areas that demand actionable change. Want to hear more? Watch the full webinar recording as we explore how your workplace can transform from mere awareness to impactful action, paving the way for a truly inclusive environment where every individual feels valued and empowered. – “From Awareness to Action: Building an Anti-Racist Corporate Culture”, we’ll help you understand the issues and empower you to take the necessary steps towards change. https://lnkd.in/eVV5YhJm

For a few reasons yesterday I found myself singing the Frankie Beverly and Maze song, "The Morning After". It was the morning following the presidential debate and I knew that the events of the night before would trickle into our workplaces. I hoped that SHRM had done enough to help our members navigate the first of many morning afters in this election season. I hoped that staff had heeded the reminder sent hours before the debate that we are a culture that welcomes diversity of thought—including political thought. I hoped that should anyone choose to engage and happen to be on different sides, how they decided to discuss the issue would reflect our Guiding Principles and serve as an example to others. As I shared with our staff, SHRM data shows that organizations promoting diverse viewpoints—including political ones—see stronger collaboration and innovation. It’s essential that while sharing political opinions in our shared workplaces, you abide by the core values of professionalism, respect, and inclusion.   If you haven’t had this discussion with your staff, now is the time to do it. This is just the beginning of a five-month stretch that will take us into late January and perhaps beyond. Consistent communication about what topics are acceptable in your workplaces, what behaviors align with your culture, and the importance of civility is necessary. #CivilityAtWork #ElectionSeason

Just did this quick survey from my friend, Tiffany Lynn Slowinski. I've seen firsthand that Tiffany is the best when it comes to helping businesses cultivate the right team for the job! The survey gave me some interesting insights into hiring and keeping the right people on the team. Essentially, she ensures the right people are in the right roles for success. Takes just a few minutes:  https://lnkd.in/egXSvfN5 

How is the Staff Survey encouraging change at work? 💪 Richard Johnson and Professor Sankalp Chaturvedi from the Business School used results from the 2022 Staff Survey to help their colleagues excel in their careers and feel more included. Find out more and read about the changes ↓ https://imprl.biz/4cHYfRP #ImperialMeansBusiness #OurImperial