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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: “The Importance Of Creating A Company Culture 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 at the workplace. She also acknowledged the impact that personal lives have on employee well-being. She stressed the importance of a positive work-life balance.
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 stressed the importance of building strong and honest relationships with candidates in the recruitment phase. The company culture and values are vital to the retention process.
Discussions then focused on the modern workspaces 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 highlighted that culture is what stands for . It’s therefore essential for businesses to have a defined 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 two fundamental values. Kevin emphasized that a positive culture is people-centric. Each individual has a responsibility to create a safe work environment, uphold company values and advocate for them.
Nana’s comments on leadership and company culture were that leaders are the ones who set the tone of the company, which is important not only for employee development but for business growth as well. 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 importance of promoting people for their people-management skills, not only for completing tasks.
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 review their vision and culture 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.
