Why a bird’s eye view of the workplace is a greater starter for the young professional: 6 tips for making internships meaningful

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What really makes education matter so much?

Most would opine that the overarching impact of education is to offer an individual the chance to find his/her true calling, determine one’s purpose in life, and channel the same into a fruitful and lasting professional career.

While classrooms and lecture sessions can make a difference – and are highly needed – the true test of any idea is in its execution. This is a real differentiator, changing the game for any new entrant, offering an understanding of how people work, and what actually happens out there.

This is why internships are so important, and are now a given for a well-rounded curriculum. Today, internships vary from stipend-driven to a larger, learning & experiential space, equipping young professionals with the know-how and skills-sets vital for a successful entry into the working world.

So what makes an internship a genuinely value-driving initiative? Is there a specific set of key elements, HR teams and other senior managers or divisional heads must keep in mind, while architecting an internship program?

Let’s begin by discussing what an internship should ideally achieve for the candidate:

1. The application of classroom learning in outside environments

To begin with, as mentioned, students can apply their learnings and approaches, or models for thought and interpretation, in the real world. This helps to garner new experiences, assess the market and other relevant factors, and realize what works and what doesn’t. This industry-specific knowledge and technical evaluation of the thoughts and notions studied at college (or elsewhere), could massively cultivate a candidate’s expertise.

2. The ability to gain wider exposure in one’s own area of work

For many students, it’s tough to ascertain where they’d truly belong and what would work for them. This would require the need to exit the classroom, and test the waters – as it were – gaining a sense of their field of interest and all it entails.

Internships are a great way to action the above, helping students/new entrants get a feel of their chosen profession, go through its highs and lows with minimal risk, and ultimately make up their minds.

 

3. The development of critical networking connections

Work happens through the people one meets, the connections made, and its future ramifications.

An internship is a smart way to make inroads into one’s professional area, learn new things, meet new people, study their ways of working, and develop a network that could bear fruits, at a later time.

4. The creation of a well articulated resume

With internships, comes work experience and a more nuanced resume. Students can carry out one or more internships, gather the experience certificates or certifications, if any – thereby building a solid work profile, which could he/she send out during interviews and recruitment drives.

Now, for HR leads and teams, it’s important to create a detailed internship plan, that renders the tenure into something of real value. Too often, interns are merely made to sit around, work on iterative or irrelevant tasks, and not really imbibe any of the real factors at play, in the workplace.

This is detrimental both to the candidate – who simply passes through, with little to show for the time spent – and for the company, which fails to create a talent pool that can eventually drive tomorrow’s business agendas.

Here are 6 things to remember when envisioning an internship program:

  1. Define a clear project-based pathway:An internship shouldn’t be built on merely hanging around the office premises; this will hardly make any difference, and the time spent in the program will have been wasted. A defined and pre-determined project, with clear tasks, goals, targets, assessments, and a final evaluation will help to keep the candidate focused and enthused to push forwards, and assimilate real learning.
  2. Identify a robust metric for measurement:Once the project has been actioned, and the candidate has been inducted, it is important to create a numbering/monitoring & measurement yardstick. This will help set realistic goals, keep an eye on performance, and finally review the candidate’s capability, and delivery quality.
  3. Connect and converse with the intern, regularly:Sometimes , interns are assigned a task – and then left to their own devices, with minimal interaction. This has a negative effect, and doesn’t help his/her cause. The assigned manager, the HR designate, and other collaborators must consistently check on the candidate, watching how he/she copes with the task, offer assistance if needed, and keep a steady communication channel going.
  4. Explain how the business operates:Even as the intern works on a particular project, it is prudent to take him/her through the entire business blueprint – detailing what the company does, its industry, competitors, market factors, and its product/service lines. This will set the tone, and contextualize the project, the intern is working on.
  5. Prepare the candidate for the road ahead:While the intern is working on the project, HR teams and reporting managers, must continuously speak with the candidate, sharing current trends, talking about future roles – both inside the company, and other external possibilities – thereby, inspiring the applicant to work harder, and derive real insights from the program.
  6. Share regular feedback:Possibly, the most vital of all of the six ideas shared, feedback and performance reviews are crucial to the intern’s growth-path. This would help him/her fine-tune approach to work, better assess what needs to be done, and ensure engagement and morale is at an optimum.

That’s it then. With these six cogs or value-adds, one can shape a truly successful internship plan. We must remember that an intern requires a degree of hand-holding, and sensible management, and will, at the end of the session, become valued future resources  and brand ambassadors for the company. So prepare well, manage with wisdom, and a certain sensitivity!

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We’re currently looking for a Business Intelligence Analyst Intern – Apply today!

Is the future of work, all about technology? Here’s why everybody is talking about AI, automation & Big Data

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The ‘new normal’

In a global job market, that’s competitive and frenetically altering shape, approach, and form, everyone wants to be a ‘company-of-choice’.

To this end, HR teams and recruiters are working hard to create new plans and strategies which help make employees feel more in-sync with an organization’s goals, attracting the best talent, and ensuring they stay, propelling productivity.

But this isn’t as easy as it seems. Often teams are derailed by a variety of complex factors, and are not able to seek and source the finest resources, or offer them a workspace that’s value-driven, fair and free of bias, with a focus on employee engagement and motivation.

This is where technology can play a pivotal role. Today, HR teams, managers, recruiters, and hiring leads can use a plethora of tools, solutions, and platforms to enrich and enhance all of the above mentioned factors. In fact, beyond recruitment, technology can transform various other HR needs, from benefits management to compliance and regulatory controls.

Let’s look at this in more detail:

The reinforcement of reputation and  market leadership

There’s no questioning this – today, every company, no matter its business segment or size, must rethink its legacy model, and strive towards becoming a ‘digital leader’.

Employees are eager to work in a firm that offers the newest software solutions, is ready to remove outmoded models, and streamline processes and systems, powered by technology. In this dynamic environment, a tech-savvy company will hugely improve its market reputation, and reaffirm its commitment to growth and development.

AI and its transformative potential

Once considered fodder for sci-fi stories and novels, Artificial Intelligence or AI is now a buzz-word across businesses, regular consumers, and state-of-the-art products.

Every tech major, is now experimenting with AI, looking to create platforms, applications, and ‘virtual assistants’, geared to make life as we know it, simpler, faster, and smarter. For businesses, AI-driven chatbots can make a massive difference.

With the implementation of an AI-empowered ‘chatbot’ or ‘virtual assistant’, a number of everyday tasks can be automated, allowing employees to realign their focus on key, strategic assignments. Clearly, this is game-changer – for shop floors, product development, and contact centers, as well as recruitment, induction, and attrition management.

For HR teams, regular hiring functionalities – resume selection, first-round screening, database maintenance,  and continuous connectivity – can all be automated and streamlined. What’s more, virtual assistants can help plan and schedule meetings, gather notes, send reminders, help employees fill up forms or adhere to policy guidelines, and at the time of exit, can ensure the necessary paperwork and clearances, are completed as per schedule.

While some opine that the rise of chatbots will dent manual job-roles, the truth is, this will only improve an employee’s ability to contribute in a more meaningful, and valuable way. New positions will be created, and teams will concentrate their energies on the projects, that matter the most.

The buzz around Big Data

While it’s been around for a while now, Big Data and Advanced Analytics has the power to alter how people view data.

Once lost in translation, today companies are constantly gathering data across several channels, to cleanse, assess, segment, and analyze the same – in order to derive new insights and ideas, on what works, and what doesn’t, for a company.

This could change product lifecycles, improve customer experiences, refine business targeting, and boost employee engagement.

For recruiters, the incoming data, and interpretations of the same, will help hire the best talent, refine policy formulation, and better articulate enterprise HR strategies. Importantly, Big Data has made decision-making, more nuanced and data-driven, weeding out speculation and biased judgement.

Joining forces – making man and machine can work together, and how the ‘Cloud’ is changing things

Another key technological movement is Robotic Process Automation or RPA, which is used to collect and capture the critical rules governing how transactions are processed, and thereby, create an automated platform which can automatically replicate the same.

That said, the big ask for most companies, is the ability to intersect digitalization with human intelligence, planning, leadership and implementation.

The most prudent way forward for companies is to make a list of its current systems, understand which are the ones that need to be carried forward, and the identify the ones that are redundant and hamper productivity.

Thereafter, firms must leverage another vital technological innovation – the Cloud. Today, Cloud Computing has made the storage of data, the actioning of software solutions, and the building of an IT department, a completely online and on-demand scenario, where everything exists on the web, ready for use, as per requirement.

An openstack, Cloud based solution will help companies personalize any solution, and envision a bespoke model, uniquely shaped to one’s individualized needs.

And finally, the question that’s vital, and is at the crux of this article: Can man work in-tandem with technology?

With every great breakthrough in the history of civilization, there has always been an upheaval and a tectonic shift, in how people operate everyday tasks and processes. Needless to say, technology in its various ramifications, is a definitive change-of-guard, a switch from one way of working, to another.

It will, like any paradigm shift, have large-scale impacts. Some roles will have to be done away with, there will be unease and dread, but in the end, as always, man will find a way – a refinement of purpose and value creation.

Technology will help us find this bend on the road, and by harnessing its multi-faceted ability for transformation, businesses will unravel a new era of profitability – pushed forward by new jobs, faster growth, improved productivity, and better ROI.

There’s no doubting then, the future of work, society, and mankind as a whole, is empowered and enlivened by Technology.

 

Looking to work in a company where being one step ahead is a priority? Join us today, Check Our Vacancies

Connect and Collaborate: 6 reasons why millennials are more likely to switch jobs and how HR teams can contain attrition

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The modern workspace is abuzz with a new catch-phrase – “This is the era of the millennial employee’. In fact, this is a rising global trend, even as a dynamic, vibrant, and young workforce takes the reins of jobs and roles, cutting across sectors and industry verticals.

Born between 1980 and 1996, the millennial worker is an interesting, and hitherto, unseen professional. Eager for growth, hungry for change, millennial workers aren’t scared to experiment, or shift from one new job to another, looking for new heights to conquer, fresh goals, driven by a desire for learning and self-development.

A recent Gallup report suggests that around 21% of millennial employees have changed jobs in the last one year.

Why are millennials so keen to keep moving, from one situation of permanence to another? Is there a way to identify principal causes for dissatisfaction, and carve out a strategy to keep them engaged and involved?

Let’s look at the broad trends impacting the millennial attrition rates, and consider possible resolution scenarios.

1. Decreasing engagement, a spike in isolation

Typically, millennials are individuals who operate within a sphere of the self, with a limited need for immediate connections. The survey by Gallup, suggests that only 29% of millennial workers, are genuinely engaged at their workplace, which goes to say that only 3 of every 10 workers, feel any actual link with their work.

Now, this doesn’t imply that the millennial employee is a ‘cold, hard individual, bereft of any feelings, needs, or emotional responses’. What’s important to understand, is that they require a more nuanced, smarter, and layered creation of value and involvement.

Companies, must then, rethink how they approach employee engagement as a whole, and offer reimagined and recalibrated portfolios, which can truly enthuse the millennial employee.

Enriching employee compensation, learning & development, and growth plans will help to keep the millennial employee, motivated and involved, with a focus on personalization and bespoke portfolios.

2. The ‘I’ in the individual, and ‘me’ factor

A millennial employee, today walks on a highly sensitive territory. With complex personal and professional lives, most of them must tread several grounds, each impacting his/her job decisions.

These could range from family issues, interpersonal challenges with co-workers, problems with dependents, relationship difficulties, or even a sense of being unfulfilled and dissatisfied, with ‘currently, where life is’.

For HR teams, Employee Assistance Programs or EAP, can hugely help in this context, allowing workers to air their thoughts, share feedback, and offer them the space or assistance, they need.

Working as a sounding and navigating board, an EAP will stand by the employee, demonstrating that the company really cares for his/her goodwill, and is steadfastly committed to a healthy work-life balance.

3. Benefits beyond, merely a salary slip

Most employees are now looking at a portfolio of benefits, which extends far ahead of merely a fat paycheque. Today, there are so many ways for a young employee to earn his/her keep, and companies must look at a wider spectrum of compensation packages.

These could range from healthcare, work-life balance, work from home, BYOD, holiday/leave rosters, E-SOPs, personal check-ups, family appreciation initiatives, and a host of other such approaches.

Further, gathering employee feedback, carefully considering overarching office sentiment, and offering regular training, learning & development sessions, will all aid this process, making an employee realize the value of staying on.

4. The trouble with ineffective managers

That old axiom, ‘people don’t leave their jobs, they leave their bosses’, continues to hold true.

If a sudden sense of resentment has grown within a team, if more and more employees are exiting a certain division, there must be something that’s wrong right at the top.

Favoritism, spite, office gossip, lack of understanding, the inability to recognize an employee’s efforts, or the lack of support or sensitivity, for an employee’s personal or professional issues, could lead to disappointment, gradual isolation, and ultimately, the need to leave, at the earliest.

As an HR leader, it’s vital to maintain a prejudice-free, diverse, and rewarding work environment. Employees must feel acknowledged for what they achieve, and managers must be able to connect with them, and remain empathetic to a team member’s concerns.

5. The inherent toxicity of a workplace

Sometimes, there’s no way to argue around a rot in the system. Workplaces that are rife with rumour mongering, interpersonal dissensions, hostile or overbearing managers, even poorly organized workspaces and unclean washrooms, will always cause a deep-rooted antipathy for the company, and will lead to attrition, sooner or later.

That’s why, it’s so important for HR managers to have a firm control on a work floor, clearly assessing what’s working and what isn’t, reading tell-tale movements, and creating a clean, focused, bias-free, and open-minded office landscape.

6. The negative effect of improper/non-competitive wages

Makes no mistake, the millennial employee is conscious of what he/she brings to the table. Even though salaries aren’t the only thing that matters when it comes to a benefits package, it is still at the core of a compensation plan.

If the employee senses, that he/she is paid a remuneration that’s not in-sync with market standards, or unaligned to one’s capabilities and responsibilities, there will be a desire to look outside, and locate a better situation.

HR teams, must study compensation trends, adequately evaluate an employee’s package, and make an offer that adequately articulates value, and is competitive, benchmarked to industry standardization.

There you have it. These 6 common value-drivers and touchpoints will help companies shape real relationships with millennial employees, keeping them engaged, pushing productivity and profitability, in line with business targets and goals.

 

Is it time to make the move? Join us today!

Feeling valuable at Tipico – Krissy

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I joined the Tipico Family in Karlsruhe as an Executive Assistant 2 years ago in a surprisingly fast recruitment process, where I was called back as I drove away from my second interview to “come back and sign the contract we have ready for you”.

Today, my main focus is to keep the Management Team on their toes and (theoretically) trying to make their day easier by organizing their travel and meetings. Besides, I get to be an active contributor to this amazing culture we have developed for ourselves. Just this last quarter, me and my team (go Angels!) organized and coordinated setting up our ‘We Are Tipico’ Photo Wall – a project where our colleagues allowed us to take photos of them representing their hobbies and personal interests, and then post them up in the office for all of us to see. The trust shown in us is just one more example of the great culture we have here!

My Tipico family makes me feel like a valued part of the team as all my colleagues are interested in my ideas and feedback. They let me work independently, knowing that I stand behind them and the company’s core values. The office environment makes me want to perform even better – and makes me walk through the offices with a smile. Never before have I worked for a company that felt as much like family. #IamTipico

Location, location & location – behind the doors of Tipico’s global hubs

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A dream job is incomplete without magnificent locations, and at Tipico, each office is designed to answer a single question: what inspires great ideas and the best in customer journeys?

Our strong workforce spans six cities across the world – and each location perfectly embodies the Tipico promise of impactful experiences, inside the office and out.

– the region’s sparkling seas and great conditions have made us particularly satisfied with our selection! English is among the official languages at the island cluster and so our employees from around the globe have little trouble fitting in. Today, Malta is recognized for its sustained rates of economic development and we’re proud to be able to add to this momentum. From student plans to encouraging non-resident skilled labor, the region is a perfect fit for our company philosophy.

While we moved base to Malta, Tipico remains rooted in Germany where our offices in Hamburg and Munich, in addition to our hometown Karlsruhe, are always at the center of all the activity. We have a symbiotic relationship with the city’s professional community –  working with some of the most talented people in technology and innovation, while creating a workforce ready to mentor the next generation.

Our internship programs and graduate development programs are designed to kickstart tomorrow’s ideas, today. These plans cover our entire global presence, and Munich is no different. The city is at the crossroads of tradition and innovation, combining both with consummate ease. Groundbreaking moves meet a classic, laid-back setting, encouraging young professionals to make a difference to the world around them.

Finally, as our very first command center, Karlsruhe embodies the vibrant spirit and professional ethos at Tipico. The Karlsruhe Institute for Technology is known for its work in several fields, making the city one of Germany’s biggest research hubs. This happily coexists with events like  Das Fest – a reflection of work-life balance like none other.

We live and work in a global village. Our local address is where we party, our workplace is where we seek meaning every day. Tipico offices are perfectly in-sync with regional cultures, imbibing the best of what the city has to offer from cuisines to incredible views.

Tipico is focused on fostering happy, healthy professionals eager to take on the next big thing. That’s why, we believe in growth beyond locational borders.

And finally, the big question: Is it an uphill climb to scale a company from single digits to over 6,000 in less than two decades?

Our company is set up in a way that we are built around Trust, Progress and Passion – we are always challenging our team members to think about new ways to do things, how we can reinvent certain processes, or even eliminate them.

The transparency that we espouse is built into the Tipico campus at a granular level. With all-glass walls, not only are desks set against breathtaking views, it also reaffirms a climate of inquiry, openness, and collaboration.

A cup of Colombian coffee to kick the Monday blues, a moment by the sweeping cityscape to help think outside-the-box, and reward programs that take experiences beyond only target-chasing– it’s just another day at Tipico.

Making Growth A Habit – The Tipico train to success

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From Small beginnings

Three excited, ambitious graduates with a vision for challenge and change. That’s not a very uncommon start to a story, but like every compelling narrative, it keeps getting better as one digs in a littledeeper.

This ‘army of three’ is now a far larger unit: over 6000 people from more than 33 nations, working at 6 state-of-the-art facilities across the world, transforming the betting industry as we know it.

Our team has witnessed a steady growth trajectory, expanding capabilities and making inroads into new territories: entertainment, sports-betting, technology and product-innovation, consistently bringing people together.

Karlsruhe, Germany was Tipico’s first home. Since then, we’ve explored new areas for business (Austria, Croatia, Gibraltar, Colombia, and Malta), not to mention a reinforced presence in Germany.

So, who are the silent operators, the brains behind the all this spectacular movement, the ones who run the gears and spin the wheels?

This is where, it all gets a little more interesting.

The Tipico family

The people over at Bookmaking are the ‘drivers’ for operations, our core service – sports betting. The suite covers a wide range of live betting scenarios spanning over 30 sports.

The Tipico mobile app and our online portal together form the cornerstone of the product, ensuring users can place bets when the time is exactly right. Our Product Tech experts are what we call ‘experience-makers’, ensuring an intuitive, engaging and dynamic approach that’s device and platform-agnostic.

The team employs some of the best talent in the digital space, maintaining a vibrant and creatively-strong competitive edge.

As a result of our commitment to a multicultural, inclusive growth plan, Tipico is a melting pot of ideas – all of which find voice in our bottom-up strategy. Our employees are invited to pitch their perspectives, cutting across hierarchies, offering their vision a voice. Implemented in the ‘here and now’ or reserved for that rainy day, these are never ignored.

A great product is incomplete without dependable support, and this is particularly essential for entertainment services. The Customer Operations division at Tipico has professionals well-versed in various languages, with primary focus to German.

In such a diverse and multi-layered environment, a new customer or a new employee can carve his own, unique niche.

Our Malta office houses most of our support experts, while the Colombia location helps mitigate high volumes, with ease. Customer ops are aided by a range of verticals including online security, telesales, and CS specialists.

A steadfast and experienced set of mid-level managers both guide the ship and offer a helping hand whenever needed.

Our extended relationships

Our franchise partners are integral pillars of Tipico’s business vision – responsible for hundreds of betting centers in Germany and Austria. These are beyond shops or sales kiosks – sports enthusiasts gather for insightful conversations, assistance from our trained partners and to enjoy live broadcasts.

We’re constantly growing the Tipico family as more and more sports fans, with an entrepreneurial edge, join in.

So, what’s next for the betting technology giant, as we explore new horizons and unchartered territories?

In the last two years, Tipico has fostered partnerships with several leaders across the globe – enabling innovation and enriched experiences. Meanwhile, our leadership team has also expanded as seasoned industry veterans take up critical roles.

And a lasting engagement with the German Football League rings in the new year.

An eye on tomorrow, founded in tradition and making every moment of the present, meaningful – Tipico is proud to be the number one sportsbetting company in the German market.

Leadership and Development: Could this propel your career the next mile?

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There are a few experiences in our lives that will remain vibrant throughout the years, experiences that mark our character, formation and eventually, the paths we follow. As a kid, boarding an airplane was one of those heightening experiences and I recall every moment of that very first flight. The welcoming smiles of the on boarding hostesses, the sparkling environment, the scent in the cabin, the punctuating voice of the captain and the actual lift off! Who doesn’t remember his first flight?

 

The induction program at Tipico is very much like that first flight, this time taking off your career to a whole new level. Whether you are a veteran of the industry with many bets under your belt or a new comer, this induction program will take you through the ABCs leading you into our culture as a group, what excites us and how you can be a great player in this large ecosystem of fantastic talent. One day, you may even be the captain… let’s board.

 

Once a month we shall touch base with the structure of our business, what has made it a leading company in the market as well as the different departments that make up our community. This is meant to be an orientation that much like that first flight, gives you direction, enthusiasm and momentum in your career.

 

Tipico prides itself in offering bespoke training of leadership and development to all our members because we understand this simple principle; what makes you different makes you a great contribution to our team and we would like to channel that energy in the best way possible to develop it further. Talent is much like your desire for travel, you need to nurture with new experiences that are tailored to your needs. This ensures you get the trip of a lifetime even at work. Our training and conferences budget is tasked with doing just that, upskilling and supporting your existing skillset empowering you and keeping you relevant to what is happening in the industry ensuring career progression.

 

“Feeling stuck where you stand today, not sure what’s in store tomorrow? Our bet is that you lack career progression in your current job because it is not a planned journey. We seek to enhance your soft skills, making collaboration second nature, boosting stake holder management ability and hone your negotiation skills which will take you places! Speaking of places, do you know about our Exchange Program?

 

We believe the world is our playground and our growing presence in Germany, Malta, Gibraltar, Croatia and Colombia offers these unique opportunities to grow on an international level within the safeguards of our ecosystem. Over a week that you spend there, seize the opportunity to get to know colleagues from other departments, share knowledge with them as well as getting an inside view in their daily business. That’s similar to that first time you step into the pilot’s cabin and look out of the cockpit. Breath taking isn’t it? You may not get a 10,000ft view at our Tipico shops but it could be an invaluable experience to propel your career to new heights, build your role in our community and change your daily environment. Twenty nine employees have already done so, could you be next?

 

If you’re new to the industry and have a passion for learning and challenging yourself, our dedicated training programs will turn you into a wizard of odds, bets, heads and tales juggling risk and enabling you to assess situations through our knowledge and training powerhouse.

 

Communities need talented leaders to keep them together. As experience shows, people leave managers not companies. At Tipico, we promise you shall grow into a better manager. By monitoring your progress and proffer a healthy mix of inhouse and external training, we are confident to keep you hooked onto what you enjoy best while growing other members of the team in fantastic prospective managers like yourself!

 

Hundreds of talented people have on boarded our flight to propel themselves to new heights. With this compelling list of tailor made programs, what could be in store for you over the next few months? Find out more on www.tipico-careers.com

 

Achieving milestones by shaping a positive corporate culture

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Your company’s culture and environment have a strong effect on how well the company performs. The company culture directly influences employees’ attitudes and practices every day. It evolves with or without active effort on your part; hence, it is best to determine the qualities you wish to instill in your work environment based on your vision for the company.

 

Studies prove that the majority of employees in a company tend to adopt the same characteristics and styles. Influence comes instinctively when spending the majority of the day with your co-workers.

 

Dissatisfied and discouraged employees will be disinclined for optimal productivity. This is bad for both employers and employees. Disengaged employees may show up to work but they lack the enthusiasm and energy necessary to thrive. Furthermore, such employees are pervasive yet not actively disengaged, which can be especially harmful to a company. Nevertheless, it is this lack of engagement that really hinders organisations. It also impacts the ability for employees to thrive. Without thriving employees, companies cannot bring about the innovation and creative problem solving required in today’s competitive world.

 

As we look for the common denominator of successful companies, a culture-shaping strategy is always a key factor. The workplace should not be something that people dread every day. Employees should look forward to going to their jobs. Jobs shouldn’t provoke stress in employees. While the work may be difficult, the culture shouldn’t add to the stress of work. On the contrary, the culture should be designed to alleviate the work related stress.

 

This is why culture matters. Culture sustains employee enthusiasm. That is what we work hard on at Tipico. We try to embrace a collaborative and enjoyable experience amongst employees and partners by creating fun and exciting experiences.

 

Strategies are easy to draft but not as easy to implement. Having a total of approximately 500 global employees, this is a regular challenge to rise to. A healthy degree of optimism, self-confidence and openness, along with an adventurous spirit, turn challenges into opportunities. We believe that these are the fundamental characteristics of excellence.

 

Challenges are even more puzzling when having over 30 nationals in a single workplace of just over 200 employees; this is the setting of the office in Malta. One critical piece of the puzzle is frequently titled as diversity. As much as we have learned the importance of diversity in the workplace, it is often focused on gender, race and ethnicity. Taught diversity is subtler but just as important. We believe that embracing diversity is the ability to truly connect and collaborate with others while solving the most challenging problems. Diversity at work is vital as it enables out-of-the-box thinking to bring about creative solutions to 21st century challenges. When people are actively encouraged to present different perspectives and ideas to challenge assumptions and the status quo, one will see new insights, innovation, collaboration and the very best of teamwork.

 

Much as the influence of employees, culture is also influenced by the founders, executives and other managerial staff in their role to make effective decisions and give strategic direction. David Novak, a very successful entrepreneur and a remarkable leader in corporate culture, once said ‘Every leader cast a show, so be aware of the fact that people do what you do’.

 

 

At Tipico, we have identified a number of mechanisms that help us create the condition for thriving employees. We believe in a transparent and innovative culture that awards intelligence and courage in an environment where team effort and passion excel. These principals help our employees to feel empowered, knowledgeable, comfortable and self-aware.

 

Thriving employees need to feel that their contribution is making a positive difference, directly influencing the company’s results. Furthermore, they should feel free to speak openly even when they disagree with the status quo, while they are able to continue learning and growing in their career.

 

A thriving workplace is one where both organisations and their employees take responsibility. This partnership is mutually beneficial. Companies can attract and retain top talent with increasing profitability, while employees are more satisfied, encouraged and inclined to be optimally productive. A thriving workplace is always a win-win and this is how we continuously aim to keep it at Tipico.