Own Company’s Post

Every quarter we choose an exceptional employee to thank them for their dedicated work (AKA "The Employee of the Q"). This time, we celebrate Ella Rogov 🎗️, our Bookkeeper & Payroll Manager. Help us congratulate Ella on her well-deserved win! We had a chance to talk with our founders and give you a sneak peek about this initiative, nominees, and a winner! When it started: From the beginning, we knew we wanted to show our gratitude, and now we've already awarded dozens of employees. Who can be nominated: Every employee can be nominated, regardless of tenure or location. We believe that every employee contributes significantly to our company's results. How it works: Managers nominate individuals they would like to recognize by an Vicarius for their outstanding performance, dedication, and contributions. Then the voting begins! What's the prize: Paid vacation to New York City, visiting one of our offices there, or the cash equivalent ($$$). Why do we do this: "The Employee of the Quarter Award recognizes and rewards extraordinary employees for their outstanding contributions and performance. This recognition serves to highlight and appreciate exceptional efforts that align with the company’s values and goals, fostering a positive work culture." Jamie Allon, VP HR. What else would you like to know about the Employee Of The Quarter Award? #LifeAtVicarius

Cozens are publicly allocating work to people who come into the office. These are interesting times, as organisations use several levers to attract staff back to the office. We see the 'nudge' end - like free lunches, to the 'stick' end - where bonus impact is mentioned. Cozens is simply publicly stating what many businesses already do. Those who are visible are more likely to receive the myriad opportunities that support career growth. 5 day office weeks are gone, but we must do more to help our junior staff value in person integration. Their careers depend on it. https://lnkd.in/euvKJ4V5

As of June, The Improve Group has officially been a co-op for 10 months! Here’s what we’ve been up to recently as many of us transition to our new roles as worker-owners: ✳️ The co-op board and management team attended a workshop on decision-making. We practice shared leadership as an organization, and the workshop provided some initial clarity on how different groups will be engaged in different decisions. ✳️ The co-op convened for our first-ever General Assembly, a bi-annual meeting for all worker-owners to share updates and discussion. We spent time defining the rights we have and the responsibilities that are tied to them. ✳️ We have connected with other organizations that are considering transitioning to a co-op. This has been an opportunity to build relationships with like-minded organizations and share experiences about our transition. The takeaway right now? Truly operating as a co-op is not as simple as flipping a switch. It takes time and thoughtfulness, and we are holding space to grow into this new time while continuing to conduct high-quality evaluation with our partners and clients. Read the full article here:

At Stoneweg US, we embed and live our culture daily within the framework of our 29 Fundamentals. Every week, we publish a text internally written by one of us, and we have decided to start sharing that on LinkedIn. It is the best way to show who we are and how we work, making it easy to collaborate and invest with aligned partners that share our values.   This week’s Fundamental is: CREATE A CARING COMMUNITY, and here is what we had to say about it…   "Our relationships go deeper than simply being teammates at work. We genuinely care for and about each other. Whether it’s a kind word during a tough stretch, a friendly smile each morning, or a helping hand in stressful times, show your compassion.   Creating and maintaining a caring community, every day, in everything we do is extremely important. Work is not solely about production or execution. Work is also about being part of a team that shares a common vision and purpose, in a friendly and caring environment. If we do not care for one another, we are missing the point and what we’re doing is simply a job. Showing that you care doesn’t require much. It could be as simple as saying good morning or goodnight. It is about being present, being available, listening to what others have to say, and checking in on each other to make sure that people are ok. Small gestures such as a kind word or a smile can mean so much in helping someone get through a challenging day or tough time, as we all face hurdles and difficulties as well as exceptional times in our private and professional lives.   Knowing that we belong to a caring community is important and brings tremendous value to not only the workplace, but to each one of us personally. My perception of Stoneweg US today is that we are a caring community. I see evidence of this Fundamental being practiced every day. It is part of our culture, and it is part of how we interact with each other.   For those that work remotely or mostly from home, you do belong to the Stoneweg US community, and we care for you. It may be more difficult to demonstrate daily, but I am convinced that the same sense of community extends to our remote offices and anywhere else you may be working from. Being and acting as a caring community is a key strength for our young organization. I feel extremely proud of this and will do everything I can to maintain and protect that community."   *The content of this text only expresses the ideas and vision of its author, and not of Stoneweg US.

Oh the places you’ll go… Elevating #lawfirmleadership to meet the changing demands of #talent is no easy feat. A gracious thank you to the engaged audience members at The Trial Network member symposium this past weekend for the privilege of presenting on the shifting power dynamics in legal, including a lively exchange on personal #motivators and #generational tensions in law firms. I am grateful, also, for the opportunity to join Moheeb Murray and David Suchar in facilitation of an open conversation about attracting and retaining talent in today’s hybrid environment. Some of the group favorites included: ✅ Take people where you find them – educate new Associates from the outset on the expectations and growth opportunities and what it will take to achieve them. (Bonus: #roleclarity is a hallmark of the most productive, inclusive cultures) And, don’t overwhelm them – meeting too many senior folks too soon caused unwelcome anxiety for some Summers who preferred an opportunity to engage with and get to know peers first. ✅ Treat people like adults – while it seems intuitive, recent moves to regulate people’s behavior have the potential to backfire. You want people in the office? Tell them – and show them – why. ✅ Choose your own adventure – give talent the power and the dollars to create their own social engagement activities and choose professional development options. For one firm, this includes funds to host events, for another a vacation-related bonus. How is your firm supporting teams in cultivating engagement on their own terms? ✅ Be intentional – whether investing culture and core values or determining how to use remote work to enhance life without sacrificing personal development, finding ways to be deliberate and thoughtful in action pays dividends. ✅ Celebrate people – perhaps the most favored, 11th hour contribution to the pool of ideas, Bonusly is a tool that allows people across the firm to publicly recognize others for contributions and achievements. Check it out! Last and not least, thank you Felice Wagner, Edd Schillay, and Katie Schrack for creating this incredible event and the first-in-my-lifetime chance to rockclimb in beautiful Boulder, Colorado. (Yes, I’ll do it again!)

Wrapping up my 2023 blog posts with a piece about closure. I hope it resonates, and welcome your comments and insights as we look back and prepare for 2024. #closure #endings #yearendreflection #yearend

"We want to send a sincere THANK YOU to everyone on the team. We made it!" says Brennan President and CEO Matt Binsfeld. "Our 7th year of being Great Place To Work certified and with our highest participation ever. Thank you, ten times over to our team!" We are proud to be re-Certified™ by Great Place To Work US for the 7th year in a row. GPTW's respected award is based entirely on current employees' experience working at Brennan. 87% of employees said we're a great workplace – 30 points higher than the average US company. According to Great Place To Work research, job seekers are 4.5 times more likely to find a great boss at a Certified great workplace. Additionally, employees at Certified workplaces are 93% more likely to look forward to coming to work. They are twice as likely to be paid fairly, earn a fair share of the company's profits, and have a fair chance at promotion. Here's the full story!! https://lnkd.in/g4bu_VPg Janelle Pogodzinski, Brian Reitzel, P.E., Lindsay Tuquero, Lindsey Weisert

Nurturing a healthy culture in your accounting firm during the summer months is vital to the well-being and success of your employees. Learn how on the blog: https://bit.ly/3QDOICr #culture #worklifebalance #accountingandaccountants

In-N-Out Burger is ranked 6th. This contributes to the evidence that employees are happiest and most fulfilled when the are treated with the utmost respect by owners and management. Vision and dental insurance. Legal advice. Sick and vacation pay. Profit sharing. 401K. Training. These are things workers in mainstream large corporations are used to, but not those who work hard in industries like fast food. I bet they have low turnover. Maybe this is why when I go to an In-N-Out all the employees are so friendly and seem happy. https://lnkd.in/gRd-vtvm

As the global economy continues to fluctuate, community management companies are facing unprecedented challenges. Therefore, attracting and retaining skilled community association managers becomes crucial. Check out our latest guest partner blog post from STAN to learn more about how their revolutionary software can help increase salaries for these valuable employees!