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The European Gaming Q3 Virtual Meetup, which took place on the 13th of September, had it all. From Commercial Marketing and Player Lifecycle to Employer Marketing and Talent Acquisition and Retention. Industry experts from the European iGaming Scene provided insight in two informative, honest panels. Find the Livestream recordings on YouTube and read on to find out how to watch the EGQ3 meetup!
The European Gaming Meetups organized by Hipther Agency will keep you informed about the latest developments in European gambling.
The meetups feature several panel discussions per region and topics that are joined by key industry experts, CEOs, C-Level Executives, Business Development Managers, and sometimes government officials/regulators.
The European Gaming Q3 Virtual Meetup featured a pair of thought-provoking panels, “Mastering the player lifecycle” and “The importance of company culture in iGaming”.
Panel 3: “Creating a Culture of Excellence in iGaming”.
Speakers: Kevin Perks, Senior Talent Acquisition Partner at Van Kaizen | Nana Shneider, HRD at BETBAZAR | Tom Galanis, CEO at TAG Media & First Look Games
Moderated By: Zoltan Tudik, co-founder and head of business at Hipther
The panel discussion quickly emphasized the importance of fostering a good company culture in the iGaming industry.
Nana Shneider HRD at BETBAZAR initiated the discussion by highlighting the importance of growth and motivation in workplaces, while recognizing the impact personal lives have on employee’s well-being. She emphasized that a positive work-life balance can be achieved by a company with a positive culture.
Tom Galanis shared insights with TAG Media and First Look Games about companies that have remote work environments. He stressed the importance of good communication in remote workplaces. Tom stressed that while attractive salaries may encourage talent acquisition, for talent retention a company needs to offer something special that will motivate individuals to grow and work within the organization.
Kevin Perks is a Senior Talent Acquisition Partner with Van Kaizen. He shared his insights as a recruiter. He stressed the importance of culture, both from a general perspective and also the point-of-view of job seekers. He noted that job seekers tend to focus less on “superficial” benefits like game rooms and ping-pong table, but more on the company culture. The key questions are if a company has a people-centric approach, if the employees can perform their duties without being micromanaged, and if they have ample opportunities for learning and development. Kevin also stated that, while marketing is important for attracting talent, the foundation of retention starts with building strong and honest relationships with candidates in the recruitment phase. This is where company values and culture play an essential role.
Discussions then focused on the modern workspace and remote working environments. Panelists discussed the importance of company culture within these environments.
Nana stressed the importance of connection and motivation. She argued that companies should motivate their employees by creating a sense unity and support among all workers, including remote ones. Tom’s experience as a leader of remote-work companies highlighted the difficulty in forming meaningful relationships within remote work environments. He stressed that in these environments, a strong corporate culture is what provides motivation and meaning.
Kevin pointed out that culture is what the company stands for. It’s therefore essential that companies establish a culture. Effective communication is even more important in remote settings. Middle managers play a key role in shaping and maintaining the company culture.
Discussions also covered challenges in communicating company culture through media, especially for remote workers. Nana stressed the importance of clarity and conciseness when communicating messages and values. She stressed the importance of Democracy, and finding common ground with the company. Tom stressed trust and honesty as core values. Kevin emphasized that a positive culture is people-centric with each individual being responsible for creating and maintaining a safe work environment.
Nana was very clear about the importance of leadership in a company’s culture. She said that leaders are the ones who set the tone, not only for the business but also for the employee’s growth. Tom agreed, stating that leaders should demonstrate soft skills by prioritizing training and cultivating empathy in interactions with employees. Kevin agreed with and emphasized the importance of managers in creating company culture. He also stressed the promotion of employees not only for their task completion, but for their people-management skills.
The discussion concluded with changes that companies can make to encourage a positive culture. Nana stressed the importance of companies addressing employees’ needs and adopting Flexibility. She also emphasized that Communication should be fostered through meetings, calls and discussions between top management and their employees. Tom encouraged leaders and management teams to revisit their culture and vision, and offer assistance and support to employees. Kevin stressed that candidates are now scrutinizing a company’s culture closely during the recruitment process. They look for signs of culture that are not always evident in the media. is therefore vital.
The panelists concluded by stating that employees should be the center of the company culture. This will allow them to enjoy their work, and grow personally. They stressed that every employee in a company is responsible for shaping the culture.
Learn more on the first part of the exciting and informative edition, a panel conversation about Company Culture in iGaming.
