At RISK, a mantra echoes through our halls (well, virtual halls, as many of us work remotely): "People are our key value." It's not just a catchy slogan. It's the beating heart of our company culture, the guiding principle behind every decision we make. And that's why employee loyalty research, also known as eNPS, isn't just a box-ticking exercise for us – it's a window into the soul of RISK.
Let's face it, most people don't leave a stable job because things are an absolute disaster. If a company offers a decent paycheck, good benefits, and falls somewhere in the middle of the pack compared to its competitors, it's easy to fall into a routine. The "grass is greener" syndrome can creep in, that nagging suspicion that maybe, just maybe, there's a better fit out there.
Here at RISK, we fight tooth and nail against that "maybe." Our mission is to cultivate a workplace you genuinely love, a place where the very idea of leaving feels like a foreign concept. We want our employees to be so engaged, so fulfilled, that the question of "somewhere better" simply doesn't arise.
But how do we achieve this employee utopia? Well, just like any healthy relationship, it's built on strong communication. We believe in asking the right questions, listening intently to team’ responses, and providing honest, transparent answers. Here's where eNPS comes into play.
Forget the single-click surveys. Our eNPS dives deeper, offering a comprehensive questionnaire that takes about half an hour to complete. It's an investment of time, but it allows us to truly understand the employee’ experience at RISK. We want to hear about the good, the bad, and the "hey, what if we tried this?" This detailed feedback becomes the roadmap for improvement, helping us identify areas where we can elevate your day-to-day experience.
We understand initial skepticism might cloud the judgment. We've seen that flicker of cynicism in new hires' eyes – "Yeah, right, another company that just pretends to care." But here's the thing: we genuinely crave employee’ input. We actively seek ways to engage RISKers, to transform RISK into a place where every voice is not only heard, but actively shapes the future of the company.
Transparency, the cornerstone of any strong relationship, is paramount at RISK. We avoid corporate speak and bureaucratic jargon. Instead, we foster open communication through open-ended questions. Our members share their honest thoughts, and we take action based on the feedback. This isn't lip service; it's a core value woven into the fabric of our company culture.
Here's the magic trick: even with over 500 remote employees scattered across the globe, we're a nimble, responsive team. We can adjust course quickly and efficiently, without getting bogged down by layers of red tape. New hires are constantly surprised by this agility. "Wow, I can't believe you guys actually listen and take action!" is a sentiment we hear frequently.
But employee loyalty research extends beyond eNPS. We constantly seek opportunities to connect with employees, to foster a sense of community even when miles separate us. Here are just a few ways we do this:
This relentless pursuit of employee loyalty isn't just about warm fuzzies. There's a strong business case to be made as well. Here are some of the benefits of a loyal workforce:
Team voice truly matters. Employees’ feedback is the fuel that propels us forward, helping us create a workplace that fosters creativity, innovation, and most importantly, a sense of belonging. We may be a global company, but at RISK, we believe in fostering a close-knit community, a place where everyone feels valued, respected, and empowered to do her (his) best work.
Because at the end of the day, it's not just about the bottom line. It's about the people who make it all possible. It's about living and breathing our core value: "People are our key value."
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