In the dynamic world of iGaming, staying ahead doesn’t just mean being at the forefront of technology and innovation. It means nurturing a team that’s healthy, motivated, and aligned with the company’s core values. At RISK, we believe that people's performance is the key to thriving in such an intense and fast-paced environment. We looked beyond conventional HR practices, considering the whole person behind the job title.
Today, we sat down with our People Ops Team Lead, Halyna Dolyk, to learn about the three-level "check-up" approach that keeps RISK at the peak of the game. At the core of this strategy is a 3-tier check-up system, addressing physical health, mental well-being, and career satisfaction. It's not about ticking boxes; it's about creating an environment where people can truly shine.
Physical health is the foundation of well-being, yet many employees underestimate its impact on their professional performance. Our first check-up level at RISK focuses on physical health, emphasizing the message that we care for our RISKers beyond work.
Halyna Dolyk explains, “Ensuring that our employees have access to regular health assessments and quality healthcare is fundamental. We provide comprehensive medical insurance, including dentistry coverage and even massage, and offer health assessments to encourage everyone to keep track of their well-being.”
The initiative isn’t just about healthcare benefits; it’s about encouraging healthy habits across the team. We conduct health lectures with external experts, and according to internal surveys, our employees discover a lot of new information, including the importance of preventive health check-ups.
Evolving our approach based on feedback from our team has been instrumental in shaping these programs. Halyna adds, “Every step we take towards improving our team’s physical well-being is a step towards enhancing their quality of life, both professionally and personally.”
The impact is clear. Sick days have dropped, and overall energy levels have surged. When you invest in your team's physical health, they're more inclined to pour that energy back into their achievements.
According to Mind Share Partners, nearly 50% of millennials and 75% of Gen Zers have left roles for mental health reasons, making this support crucial to both retention and overall team well-being.
As Halyna puts it, “Mental health is just as important as physical health. We’re committed to offering support that addresses the diverse needs of our team.”
RISK’s mental well-being strategy starts with personalized mental health support. We’ve introduced opportunities for confidential mental health check-ups with professional counselors. These sessions are completely private, providing RISKers with a safe space to share their concerns and receive professional guidance.
In addition to individual support, you could emphasize work-life balance, with flexible working hours and initiatives like “no-email weekends” to help your team disconnect and recharge. Engagement activities and mindfulness sessions also play an important role in well-being strategy. Halyna elaborates, “These activities are more than just a break from work. They provide tools our team can use to foster resilience every day.”
Feedback plays a crucial role in continuously improving your mental health programs. Regular surveys allow you to customize initiatives to meet evolving needs, whether through interest-based social groups or additional counselor support.
“We’re working to break down the barriers that prevent open discussions about mental health,” says Halyna. “When we create an environment where talking about mental health is normalized, we’re not just improving our culture but also unlocking our team’s creativity and potential.”
The third check-up level focuses on professional motivation and career growth, ensuring that every employee has a clear sense of purpose, direction, and opportunities within the organization.
“Professional motivation is at the core of your company ethos,” says Halyna. “We believe that everyone should understand their career trajectory and feel empowered to pursue their ambitions.” At RISK, we have created a framework that combines goal-setting, feedback, and career development to maintain this motivation.
Central to our approach are performance reviews. These systems offer opportunities for reflection and goal-setting. Each RISKer receives a personalized development plan, which may include training, mentorship opportunities, and challenging projects that align with their career objectives. Halyna notes, “We want our people to see a clear path forward and understand how their individual contributions align with our bigger goals.”
Recognizing achievements plays a vital role in sustaining motivation. RISK’s recognition program celebrates both individual and team accomplishments—from shout-outs in meetings to innovation awards, and all-hands meetings where achievements are shared. The rewards system includes financial incentives for goal completion, training benefits for both individuals and teams, and advancement opportunities, reinforcing the importance of each RISKer’s contributions. Additionally, we recently launched a gamification project aimed at enhancing employee engagement, encouraging participation, and strengthening knowledge about our company beyond work-related goals.
RISK encourages a culture of ownership. RISKers are encouraged to take initiative, lead projects, and make decisions, supported by transparent communication from leadership about company goals and challenges. Halyna explains, “It’s about making everyone feel included in our journey. We want RISKers to feel that their work contributes directly to our growth and success.”
Leadership workshops, skill-building sessions, and open access to training ensure that every employee has the tools they need to lead—now or in the future. “We’re cultivating a future generation of leaders right here at RISK,” Halyna emphasizes.
“You should invest in your people,” says Halyna, “providing access to online courses, industry conferences, and workshops. This isn’t just about enhancing technical skills; it’s about fostering a growth mindset.”
The benefits of engagement and career growth are clear. According to the latest Gallup report, businesses with high employee engagement are significantly more profitable, with their employees showing notably lower absenteeism rates.
As a result, regarding the RISK survey an eNPS score is 54,5%, demonstrating high levels of employee satisfaction and engagement.
By focusing on physical health, mental well-being, and career motivation, RISK has built a supportive environment that allows each individual to thrive. This three-level check-up system ensures that we’re addressing all aspects of employee well-being, aligning personal growth with company success.
Halyna concludes, “Your people are your greatest asset. By investing in their health, well-being, and career paths, you’re building a team that’s ready to tackle the challenges of the iGaming industry. Our approach is about sustainability—keeping our team motivated, healthy, and engaged for the long haul. Our global goal is to change the approach across the industry, making well-being a central pillar of how we work.”
.png)
.jpg)
.png)
.jpg)
.jpg)
.jpg)
.jpg)
.jpg)
.png)
.png)
.png)
.png)
.jpg)
.png)
.jpg)
.png)
.png)
.png)
.png)
.png)
.png)
.png)
.png)
.png)
.png)
.png)
.png)
.jpg)
.jpg)
.png)
.png)
.png)
.png)
.png)
.png)
.png)
.png)
.jpg)
.png)
.png)
