At Systematix, “Culture” is:
“A set of shared beliefs, values, and practices which everyone follows in their routine
work-life”.
We hope with this culture book, you will remember our culture and keep on passing the saga to future team members.
The document provides an overview of the culture and values of Cactus, a global business. It describes Cactus as having a client-centric, fast-paced and diverse business that is continually growing. It emphasizes the values of integrity, trust, excellence, innovation, communication and fun. Employees are given freedom but also responsibility, and are expected to have a strong work ethic, focus on quality and meeting deadlines, and be tech-savvy.
This document provides an overview of a company's culture through various quotes and descriptions. The company emphasizes quality, integrity, and responsiveness in its work. It aims to help clients succeed by using employees' instincts rather than rigid rules. The culture is described as warm, collaborative, creative, and family-like, where people feel respected, rewarded and valued.
Electrolux overarching purpose is to shape living for the better by reinventing taste, care and wellbeing experiences, for more enjoyable and sustainable living around the world.
This document describes the culture at FocusU, which values caring deeply, humility, openness, passion, and safety (C.H.O.P.S.). It explains that the team aims to stage amazing workshop experiences and believes in a shared culture of helping one another, treating all with respect, giving honest feedback, being obsessively passionate about their work, and ensuring physical and emotional safety. However, it notes they still struggle with fully embracing open feedback and balancing work and fun.
Vision Values and Work Culture -Aventus PartnersMP Sriram
An overview of "Vision, Values and Work Culture" presented to a group of young managers .
The session is meant to familiarize the participants with the concepts , understand how it has been crafted and manifested in a few admired organizations, examine the process of articulation of the vision and values and understand some basic principles to facilitate Change while communicating the new vision , values and elements of the desired culture.
This session is a precursor to a working session where the participants work on crafting a draft vision and values statement for their organization.
This document discusses the culture at Uberflip, emphasizing that employees should feel valued, the work should be relevant, and a consistent experience is important. It outlines Uberflip's core values of being hustlers who prioritize culture over revenue and create great customer experiences. Employees are encouraged to feel valuable by providing ideas, stay relevant by understanding customer needs and innovating, and ensure consistency by always delighting customers. The goal is for Uberflip to be an empowering and collaborative workplace where the work experience is optimized, like the experiences they provide to customers.
The document provides an overview of the culture and values of Cactus, a global business. It describes Cactus as having a client-centric, fast-paced and diverse business that is continually growing. It emphasizes the values of integrity, trust, excellence, innovation, communication and fun. Employees are given freedom but also responsibility, and are expected to have a strong work ethic, focus on quality and meeting deadlines, and be tech-savvy.
This document provides an overview of a company's culture through various quotes and descriptions. The company emphasizes quality, integrity, and responsiveness in its work. It aims to help clients succeed by using employees' instincts rather than rigid rules. The culture is described as warm, collaborative, creative, and family-like, where people feel respected, rewarded and valued.
Electrolux overarching purpose is to shape living for the better by reinventing taste, care and wellbeing experiences, for more enjoyable and sustainable living around the world.
This document describes the culture at FocusU, which values caring deeply, humility, openness, passion, and safety (C.H.O.P.S.). It explains that the team aims to stage amazing workshop experiences and believes in a shared culture of helping one another, treating all with respect, giving honest feedback, being obsessively passionate about their work, and ensuring physical and emotional safety. However, it notes they still struggle with fully embracing open feedback and balancing work and fun.
Vision Values and Work Culture -Aventus PartnersMP Sriram
An overview of "Vision, Values and Work Culture" presented to a group of young managers .
The session is meant to familiarize the participants with the concepts , understand how it has been crafted and manifested in a few admired organizations, examine the process of articulation of the vision and values and understand some basic principles to facilitate Change while communicating the new vision , values and elements of the desired culture.
This session is a precursor to a working session where the participants work on crafting a draft vision and values statement for their organization.
This document discusses the culture at Uberflip, emphasizing that employees should feel valued, the work should be relevant, and a consistent experience is important. It outlines Uberflip's core values of being hustlers who prioritize culture over revenue and create great customer experiences. Employees are encouraged to feel valuable by providing ideas, stay relevant by understanding customer needs and innovating, and ensure consistency by always delighting customers. The goal is for Uberflip to be an empowering and collaborative workplace where the work experience is optimized, like the experiences they provide to customers.
Limitless Lab is a strategic design and innovation company in the Philippines. Our mission is to enable people to innovate, create possibilities, and challenge the status quo using design.
This document outlines the core values of the company Soundstripe. It provides 10 core values that guide the company's decisions, including providing genuine customer care, confronting challenges with optimism, maintaining a light work environment, striving for growth, honest communication, a focus on continuous improvement, prioritizing the company mission over strategies, humility, a focus on quality over quantity, and an emphasis on completing work rather than seeking perfection. It also discusses the company's culture of flexibility, self-care, and adapting to constant change as a growing startup.
We're on a mission to democratize entrepreneurial education.
This the foundr culture deck where we showcase what we believe at foundr and the values that are important to us.
For more information about us go to foundr.com
Checklist for hiring to company culture by HeeboSusanna Rantanen
Hiring based on company culture is important for strengthening an employer brand and making future hires easier. When hiring, companies should profile the position, company purpose and culture. They should storytell about company needs, culture and opportunities. Companies should share job postings internally and externally to engage networks and find the best cultural fit, even if skills need some training. All candidates should be treated kindly throughout the hiring process to build a positive reputation.
Welcome to a conversation on Brand Voice. This presentation was developed for a RubensteinTech's Rubylaw webinar featuring background on brand voice strategy and development for law firms, professional services firms and more. From Tanj, a boutique language and branding agency in NYC.
This document outlines the culture and values of Acceleration Partners, a performance marketing company. It describes AP's culture as being world-class, with employees who are team players, curious, resilient, innovative, strategic, and results-driven. It highlights AP's core values of owning it, embracing relationships, and excelling/improving continuously. The document also discusses AP's operating principles, which include having a bias towards action, bringing solutions, working smarter, being present, encouraging autonomy and transparency, being genuine partners, having a growth mindset, being fanatical about feedback, enjoying competing, keeping moving forward, being resilient, and bringing purpose.
The document outlines the ethos and values of Propeller Consulting which include committing to helping people over profits, doing high-quality work, hiring amazing people, being humble but confident, embracing challenges, maintaining a work-life balance, bringing positive energy to clients, continuously adapting and improving, fostering intellectual curiosity, and valuing diversity. The overall message is that Propeller Consulting prioritizes ethics, clients, employees, and progress over just making money.
This document outlines the culture of a company focused on helping small businesses succeed. It begins by defining culture and explaining why a clearly defined culture is important for success. The company's mission is to make getting customers as simple as running water. It values customer obsession, striving for greatness, radical transparency, ownership, speed, simplicity, full commitment, efficiency, questioning assumptions, and outcomes over excuses. It aims to hire "A players" who actively improve the company and allow context-based decision making with accountability. The goal is to promote from within based on alignment with values over just skills.
The document provides an overview of Patreon's company culture, which emphasizes two main missions: funding creators and creating a fulfilling workplace for employees. It outlines seven core behaviors that are valued, including putting creators first, being an energy giver, candid communication, moving fast, continual learning, respecting colleagues' time, and inclusivity/diversity. Specific expectations around meetings, feedback, decision-making, and personal development are also covered. The overall goal of the culture is to support both creators and employees through transparent, efficient collaboration.
The Learning House Way is intended to be intentional about creating a culture that reflects what we at Learning House want to be as a company. As we look to grow and scale our business even further, we need to be even more intentional about the type of culture we want to have.
This document outlines the purpose, values, and culture of Singular. It summarizes as:
Singular's purpose is to build innovative products, inspire progress, and spark positive change through self-development, quality products, innovation, and investing in their people. Their core values include self-improvement, leadership, communication, teamwork, celebration, and fun. They strive to be outstanding in everything they do by living up to these values and cultivating a culture of inspiration, collaboration, and constant learning and improvement.
The document is Pando's culture manifesto, which aims to codify the values and behaviors they want to inspire in their team. It outlines six key values: Lean Forward, Grow Together, Get Uncomfortable, Kindness & Trust. For each value, it provides explanations of what the value means and examples of role model behaviors. It also describes how Pando designs processes around their values and how team members can hold each other accountable to living the values through open communication and feedback.
Partoo values people and aims to provide meaningful impact, a strong collective environment, and personal development. Its values of impact, simplicity, high standards, curiosity, fun, and empathy define who gets hired and promoted. The company seeks to recruit and retain talented people through its warm culture, employee empowerment, positive impact, and culture of excellence. It also has a flexible work policy and social/environmental responsibility initiatives to attract and inspire talent.
This document summarizes the culture at Alcion.ai, which focuses on building successful teams through strong values like transparency, trust, responsibility, independence, autonomy, focus, simplicity, frugality, and being impact-driven. It discusses why culture is important for strategy and competitive advantage. The values and how they are exemplified are described in detail. There is an emphasis on optimizing for teams over individuals and operating in an asynchronous and remote-first way.
This document summarizes the culture at Alcion.ai, which focuses on building successful teams through strong values like transparency, trust, responsibility, independence, focus, simplicity, frugality, and being impact-driven. It discusses why culture is important for strategy and competitiveness. The values of transparency, trust and responsibility, independence and autonomy, focus, simplicity, frugality, and being impact-driven are then defined in more detail. The document also discusses optimizing for teams over individuals and operating in a remote-first world through asynchronous work and communication.
Pop Inc. is a company that aims to support creators by giving them tools to monetize their work across different creative outlets. Their mission is to fulfill their responsibility of ensuring creators are getting paid. They outlined their core behaviors which are Creatives First, Over Serve, Learn Fast, Open Communication, and Respect Time. These behaviors are important for building their culture and individual adherence to them leads to more ownership and responsibility. They operate in a transparent way and share key information publicly so everyone has context to make good decisions. They also strive to build an inclusive and diverse team to best serve the diverse community of creators. They are mindful of spending and only invest in things crucial for success while not impacting employee happiness. Their
Gemba Academy Culture Code - A Guide to the Way of Life at Gemba AcademyGemba Academy LLC
An attempt to be a bit different than the traditional employee manual, this document helps codify what we believe are our important values and passions, and how that translates into our culture at Gemba Academy (http://GembaAcademy.com). Contact us to learn more about our lean and six sigma online video training solutions!
AES helps you believe in better. This presentation is part manifesto and part employee handbook. It’s about who we are, and what we aspire to become (and we continue to work hard to get there).
Leadership is tough. Understanding the basics through analogies that are relatable and translatable to your teams can be keys to success.
Knowing and consistently communicating company culture/values are additional keys to success.
As ET the hip-hop preacher says, "Be phenomenal or be forgotten".
This document outlines an organization's process for defining and establishing its core values. It describes soliciting employee feedback, holding management sessions to identify values, workshops to define supporting behaviors, and finalizing the values with marketing. The organization's resulting core values center around delivering amazing experiences, enjoying work, winning as a team through coaching and communication, being obsessed with one's craft, working with speed and perfection, taking ownership, and having impact. The next steps outlined are to start living these values in meetings, projects, policies, conversations, and more by infusing the principles deeper into the organization.
Limitless Lab is a strategic design and innovation company in the Philippines. Our mission is to enable people to innovate, create possibilities, and challenge the status quo using design.
This document outlines the core values of the company Soundstripe. It provides 10 core values that guide the company's decisions, including providing genuine customer care, confronting challenges with optimism, maintaining a light work environment, striving for growth, honest communication, a focus on continuous improvement, prioritizing the company mission over strategies, humility, a focus on quality over quantity, and an emphasis on completing work rather than seeking perfection. It also discusses the company's culture of flexibility, self-care, and adapting to constant change as a growing startup.
We're on a mission to democratize entrepreneurial education.
This the foundr culture deck where we showcase what we believe at foundr and the values that are important to us.
For more information about us go to foundr.com
Checklist for hiring to company culture by HeeboSusanna Rantanen
Hiring based on company culture is important for strengthening an employer brand and making future hires easier. When hiring, companies should profile the position, company purpose and culture. They should storytell about company needs, culture and opportunities. Companies should share job postings internally and externally to engage networks and find the best cultural fit, even if skills need some training. All candidates should be treated kindly throughout the hiring process to build a positive reputation.
Welcome to a conversation on Brand Voice. This presentation was developed for a RubensteinTech's Rubylaw webinar featuring background on brand voice strategy and development for law firms, professional services firms and more. From Tanj, a boutique language and branding agency in NYC.
This document outlines the culture and values of Acceleration Partners, a performance marketing company. It describes AP's culture as being world-class, with employees who are team players, curious, resilient, innovative, strategic, and results-driven. It highlights AP's core values of owning it, embracing relationships, and excelling/improving continuously. The document also discusses AP's operating principles, which include having a bias towards action, bringing solutions, working smarter, being present, encouraging autonomy and transparency, being genuine partners, having a growth mindset, being fanatical about feedback, enjoying competing, keeping moving forward, being resilient, and bringing purpose.
The document outlines the ethos and values of Propeller Consulting which include committing to helping people over profits, doing high-quality work, hiring amazing people, being humble but confident, embracing challenges, maintaining a work-life balance, bringing positive energy to clients, continuously adapting and improving, fostering intellectual curiosity, and valuing diversity. The overall message is that Propeller Consulting prioritizes ethics, clients, employees, and progress over just making money.
This document outlines the culture of a company focused on helping small businesses succeed. It begins by defining culture and explaining why a clearly defined culture is important for success. The company's mission is to make getting customers as simple as running water. It values customer obsession, striving for greatness, radical transparency, ownership, speed, simplicity, full commitment, efficiency, questioning assumptions, and outcomes over excuses. It aims to hire "A players" who actively improve the company and allow context-based decision making with accountability. The goal is to promote from within based on alignment with values over just skills.
The document provides an overview of Patreon's company culture, which emphasizes two main missions: funding creators and creating a fulfilling workplace for employees. It outlines seven core behaviors that are valued, including putting creators first, being an energy giver, candid communication, moving fast, continual learning, respecting colleagues' time, and inclusivity/diversity. Specific expectations around meetings, feedback, decision-making, and personal development are also covered. The overall goal of the culture is to support both creators and employees through transparent, efficient collaboration.
The Learning House Way is intended to be intentional about creating a culture that reflects what we at Learning House want to be as a company. As we look to grow and scale our business even further, we need to be even more intentional about the type of culture we want to have.
This document outlines the purpose, values, and culture of Singular. It summarizes as:
Singular's purpose is to build innovative products, inspire progress, and spark positive change through self-development, quality products, innovation, and investing in their people. Their core values include self-improvement, leadership, communication, teamwork, celebration, and fun. They strive to be outstanding in everything they do by living up to these values and cultivating a culture of inspiration, collaboration, and constant learning and improvement.
The document is Pando's culture manifesto, which aims to codify the values and behaviors they want to inspire in their team. It outlines six key values: Lean Forward, Grow Together, Get Uncomfortable, Kindness & Trust. For each value, it provides explanations of what the value means and examples of role model behaviors. It also describes how Pando designs processes around their values and how team members can hold each other accountable to living the values through open communication and feedback.
Partoo values people and aims to provide meaningful impact, a strong collective environment, and personal development. Its values of impact, simplicity, high standards, curiosity, fun, and empathy define who gets hired and promoted. The company seeks to recruit and retain talented people through its warm culture, employee empowerment, positive impact, and culture of excellence. It also has a flexible work policy and social/environmental responsibility initiatives to attract and inspire talent.
This document summarizes the culture at Alcion.ai, which focuses on building successful teams through strong values like transparency, trust, responsibility, independence, autonomy, focus, simplicity, frugality, and being impact-driven. It discusses why culture is important for strategy and competitive advantage. The values and how they are exemplified are described in detail. There is an emphasis on optimizing for teams over individuals and operating in an asynchronous and remote-first way.
This document summarizes the culture at Alcion.ai, which focuses on building successful teams through strong values like transparency, trust, responsibility, independence, focus, simplicity, frugality, and being impact-driven. It discusses why culture is important for strategy and competitiveness. The values of transparency, trust and responsibility, independence and autonomy, focus, simplicity, frugality, and being impact-driven are then defined in more detail. The document also discusses optimizing for teams over individuals and operating in a remote-first world through asynchronous work and communication.
Pop Inc. is a company that aims to support creators by giving them tools to monetize their work across different creative outlets. Their mission is to fulfill their responsibility of ensuring creators are getting paid. They outlined their core behaviors which are Creatives First, Over Serve, Learn Fast, Open Communication, and Respect Time. These behaviors are important for building their culture and individual adherence to them leads to more ownership and responsibility. They operate in a transparent way and share key information publicly so everyone has context to make good decisions. They also strive to build an inclusive and diverse team to best serve the diverse community of creators. They are mindful of spending and only invest in things crucial for success while not impacting employee happiness. Their
Gemba Academy Culture Code - A Guide to the Way of Life at Gemba AcademyGemba Academy LLC
An attempt to be a bit different than the traditional employee manual, this document helps codify what we believe are our important values and passions, and how that translates into our culture at Gemba Academy (http://GembaAcademy.com). Contact us to learn more about our lean and six sigma online video training solutions!
AES helps you believe in better. This presentation is part manifesto and part employee handbook. It’s about who we are, and what we aspire to become (and we continue to work hard to get there).
Leadership is tough. Understanding the basics through analogies that are relatable and translatable to your teams can be keys to success.
Knowing and consistently communicating company culture/values are additional keys to success.
As ET the hip-hop preacher says, "Be phenomenal or be forgotten".
This document outlines an organization's process for defining and establishing its core values. It describes soliciting employee feedback, holding management sessions to identify values, workshops to define supporting behaviors, and finalizing the values with marketing. The organization's resulting core values center around delivering amazing experiences, enjoying work, winning as a team through coaching and communication, being obsessed with one's craft, working with speed and perfection, taking ownership, and having impact. The next steps outlined are to start living these values in meetings, projects, policies, conversations, and more by infusing the principles deeper into the organization.
Allocadia's culture code and values help the company accomplish its big goals by building an effective team. The values emphasize trust, empathy, empowerment, alignment with customers, responsibility, clarity, results, courage, and ownership. Living the values means giving and receiving feedback, understanding goals and metrics, aligning work, seeking to clarify, continuously learning, taking risks, and celebrating wins. Leaders provide goals and tools, elicit feedback, recognize people, delegate with support, and trust the team.
The document provides an overview of the culture guide for a company called Prognos. It discusses establishing a culture as the company scales to ensure decisions made align with the company's principles and values. The culture is meant to guide employees with autonomy and trust.
The summary defines key aspects of the company's culture, including living by its core values of being passionate, collaborative and lifelong learners. It also outlines the "Prognos World Order" which prioritizes the company's mission, clients, company and individual self. The culture aims to create an awesome team with amazing people who are high performers and help each other grow.
Allocadia helps marketing teams improve their marketing performance management. Their culture code and values emphasize building trust, showing empathy, empowering employees, aligning on goals, focusing on customers, taking responsibility, seeking clarity, achieving results, having courage, and taking ownership. Employees are encouraged to be leaders, give and receive feedback, continuously learn, take risks, share learnings, and celebrate successes together. Leader/leader frameworks and tools like goal setting and recognition programs help live these values.
The document discusses what makes a brand remarkable. It emphasizes that a remarkable brand has a clear vision, mission, and values that are consistently communicated internally to employees and externally to customers. It stresses the importance of creating a unique culture and customer experience that are aligned with the brand promise. The lessons highlight that remarkable brands focus on long-term goals over short-term profits, empower employees, cultivate customer loyalty, and measure success based on customer and employee satisfaction rather than just financial metrics.
Advantage Group International Culture ManifestoCristina321121
Great corporate cultures aren’t created by accident—they require intention and commitment. Our new Culture Manifesto is designed to unite our global business behind our common purpose, while honouring our shared values and goals. Learn more about what it is—and how it works—here.
At Veritas Total Solutions, we our people are our most important asset. We created out Culture Code to help recruit, hire and retain the right people. We want people that work for Veritas or may be looking to work for Veritas understand the core values that we encourage.
If the quality of our work is directly related to the quality of our people, how do we grow as an agency and ensure the same standards of excellence? That question is what sparked this Culture Code. This deck was lovingly prepared by every member of our team as a way to introduce the things we value and what makes us tick as an organization.
We are Morey Creative Studios, a NY-based Inbound Marketing Agency and Platinum Hubspot Partner and this is our Culture Code.
The document outlines the NorDNA framework used by Nordstrom Technology to align their vision and culture, with values focused on developing top talent, creating meaningful work, building empathy, empowering teams, encouraging collaboration, fostering a fun environment, and making time for unstructured learning and improvement. The framework is intended to guide how teams work together to deliver great customer experiences and develop an inspiring workplace.
Professional Performance Practitioner Canberra | DIPAC & Associates
Professional Performance Practitioner - I work with High performing individuals across – Business, Personal, Family – High achievers – need a trusted counsel with skills in many areas – “ They know their Degree will not stop them from Falling”
It’s lonely at the top. While this is a truism, so many companies ignore the needs of their senior managers for individual support.
10 Successful thinking areas to consider when you have a NEED to reach the top of your game
Family and Friends
Values and ethics
Education
Communication
Physical Fitness
Discipline
Personal Finances
Goals
Time Management
Why engage a performance practitioner for your senior people? Because people are the life’s blood of your company’s success! And yet, attention to individual needs is not easily found in a highly competitive organisation.
As a professional performance practitioner, I am also well versed in dealing with the personal subject matter that can shackle some. For instance, limited self-belief, fear of failure and family strain.
The document discusses creating an agile culture and continuous improvement. It talks about observing environments, focusing on parts of the agile manifesto, building collaborative frameworks, and brainstorming in groups. Common problems in advertising and marketing include inconsistent profits despite positive client feedback, budget pressures, clients frequently changing requirements, siloed work cultures, and unhealthy relationships between leadership and staff. The overall goal seems to be designing a culture that can continuously improve and adapt to changing needs.
This document outlines the organizational culture of Field Scope International. It defines culture as shared beliefs and values that determine how the company and employees behave. The purpose is to showcase who they are and aim to be through their vision of providing a global market research platform where all opinions matter. Their mission and values are demonstrated through being reliable, caring, knowledgeable, and nurturing quality towards employees, clients, partners, and panel members. Great fits for the company exhibit empathy, adaptability, knowledge, and reliability.
Similar to Systematix Culture Book Version 1- Apr'21 (20)
How our Rebranding Succeeds in Instilling trust in Every Agri CitizenNinja Cart
Ninjacart recently rebranded to emphasize its mission of improving the lives of agri citizens, including farmers, traders, and retailers. The rebranding introduced affiliated brands NinjaMandi, NinjaGlobal, NinjaKirana, and NinjaKisan, expanding Ninjacart's offerings to credit and commerce. A new brand film honors the contributions of agri citizens, fostering pride and trust among customers. The updated logo symbolizes Ninjacart's commitment to unity and growth in the agri value chain. This transformation highlights Ninjacart’s evolution from a fulfilment-centric business to a comprehensive marketplace platform, aiming to build #BetterLives for all agri citizens.
Floor Waste Requirements for Bathrooms in Australia
Waterproofing Melbourne and the entire construction industry must stay updated with the latest amendments to the Australian Standard AS3740 and the National Construction Code (NCC). Recent changes emphasize floor waste requirements and fall requirements in bathrooms, which are crucial for maintaining high standards of commercial waterproofing and other waterproofing practices.
Scope
The amendments clarify the waterproofing of wet areas within residential buildings across various states, including New South Wales, Queensland, and Western Australia. The NCC, a performance-based code, includes Volumes 1 and 2 (Building Code of Australia) and Volume 3 (Plumbing Code of Australia).
Legislation Overview
The NCC provides the minimum necessary standards for safety, health, sustainability, and amenity in building and plumbing legislation across Australia. It is divided into performance requirements and allows for compliance through Deemed-to-Satisfy Provisions or alternative solutions.
BCA Volume 1
F1.7 Waterproofing of Wet Areas: Ensures wet areas in buildings are adequately waterproofed to prevent damage and maintain safety.
F1.11 Floor Grading: In Class 2 or 3 buildings or Class 4 parts of a building, bathroom or laundry floors located above a sole occupancy unit or public space must be graded to prevent water spillage.
BCA Volume 2
Performance Requirement P2.4.1: Addresses waterproofing of wet areas in Class 1 and 10 buildings, specifying that these areas must meet specific performance criteria to ensure effective waterproofing.
Floor Waste and Grading Requirements
The NCC Volume 1 and 2, along with the Australian Standard, provide performance requirements for waterproofing elements in wet areas. However, the BCA Volume 2 does not mandate floor waste installation in Class 1 buildings, such as single dwelling houses, except for rooms with wall-hung urinals. The floor in these buildings does not need to be graded to a floor waste gully, even if one is present.
In contrast, Class 2, 3, or 4 buildings with bathrooms or laundries located above other sole occupancy units or public spaces require floor waste installations to prevent water from entering the spaces below. The floors in these areas must be graded to the floor waste.
Importance of Compliance
Compliance with these standards is critical for preventing waterproofing failures, which can lead to significant post-construction issues, including structural damage and health hazards. Ensuring proper waterproofing in areas like basement waterproofing, retaining wall waterproofing, and lift pit waterproofing is essential for the longevity and safety of buildings.
The Role of Training and Education
Paul Evans highlights the importance of ongoing training and education in the waterproofing industry. By staying informed about legislative changes and best practices, professionals can improve the quality of their work and reduce the risk of defects.
How Can I Apply in India (2024) for a US B1/B2 Visa Renewal?usaisofficial
Are your US visas current? Though it will soon expire, I’m not sure what to do. We will assist you in getting a fresh US visa and being protected. The procedures and conditions for renewing a US B1/B2 visa can grab your attention. This blog article will cover everything you need to know regarding the US B1/B2 visa renewal in India in 2024. Alternatively, do you have to show up for an interview? Right now, the US B1/B2 visa waiting period in India is what?
Digitalz Pro Media & Technologies - Best Digital Marketing Company in Faridabaddakshjain0501
"Digitalz Pro Media and Technologies Private Limited is the best Digital Marketing company in Faridabad. We are an end-to-end service provider in Digital Marketing.
Our Services range from:
- Website Development
- SEO
- Lead Generation
- Google Ads
- Social Media Management
- LinkedIn Networking
- Email Marketing
- Online Press Release"
The 5 Most Important Pipefitter Tools.pdfSchulteSupply
Equip yourself with the essential tools every pipefitter needs to tackle any job with confidence. "The 5 Most Important Pipefitter Tools" explores the must-have instruments that form the backbone of a pipefitter's toolkit. From pipe wrenches and tube cutters to threading machines and alignment clamps, this guide provides an in-depth look at the key tools that ensure precision and efficiency in every project. Learn about the functions, features, and benefits of each tool, along with expert tips on how to use them effectively.Whether you're a seasoned professional or an aspiring pipefitter, understanding these fundamental tools is crucial for success in the field. Discover how investing in the right equipment can enhance your craftsmanship and productivity in pipefitting tasks.
In the realm of accounting software, QuickBooks stands as a cornerstone for businesses of various sizes. Its robust features streamline financial operations, offering efficiency and accuracy in managing accounts, payroll, invoices, and more. However, like any complex software system, QuickBooks is not immune to errors. Among the most vexing issues users encounter is the "QuickBooks Unrecoverable Error." This error can halt productivity, disrupt workflow, and leave users scrambling for solutions.
Find herbal colors, organic colors, and non-toxic gulal wholesale supplier.pdfholicolor
Herbal colors, organic colors, and non-toxic gulal offer safer and more environmentally friendly alternatives to synthetic dyes. They are made from natural, organic, and non-toxic materials, making them gentle on the skin and less harmful to the environment. These colors are especially popular during cultural and religious festivals, in cosmetics, and in organic products.
Looking to develop a fantasy sports app of your own, IMG Global Infotech is a leading fantasy app development company with a proven track record of success. Our team of experts can help you bring your vision to life and create a profitable fantasy sports app. Contact IMG Global Infotech today.
https://www.imgglobalinfotech.com/fantasy-sports-app-development.php
At C.S. Soft Solutions (I) Pvt Ltd, we understand the power of a well-crafted content marketing plan in positioning your brand as an industry leader. Our blog guides you through creating a comprehensive strategy that leverages valuable content, audience relevance, and data-driven techniques to drive conversions and build trust. Let us help you develop a roadmap to success with our expertise in content-driven marketing. Join us on this journey to elevate your brand to new heights. Visit our website https://www.cssoftsolutions.com/services/content-driven-marketing/
Ant Pest Control Services, Yorkshire, UKlarryvhidalgo
If you suspect an ant infestation, Apex Pest Control can offer a comprehensive inspection. With our expertise in ant species identification, our ant control experts provide targeted ant treatments.
Decentralized Crowdfunding vs. Traditional Crowdfunding_ A Comparison by Expe...DAISY Global
In recent years, crowdfunding has emerged as a popular method for raising capital for various projects and initiatives. Traditionally, crowdfunding platforms facilitated fundraising campaigns by connecting project creators with a large number of contributors willing to support their endeavors financially. However, with the advent of blockchain technology, decentralized crowdfunding has emerged as a disruptive alternative to traditional crowdfunding models. In this blog, we will compare decentralized crowdfunding with traditional crowdfunding, exploring their differences, benefits, and drawbacks. DAISY Global
Material Testing Lab Services in Dubai.pptxsandeepmetsuae
Dubai is home to numerous advanced material testing labs, offering state-of-the-art facilities for a wide range of industries. These labs provide critical services such as mechanical testing, chemical analysis, and non-destructive testing, ensuring the quality and durability of materials used in construction, aerospace, and manufacturing.
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Waterproofing Changes in Victoria
The Building Act 1993 remains, but the Building Regulation 2006 will be replaced by the Building Regulations 2017, expected to be legislated around September. Key changes affecting the waterproofing industry include Part 13, which mandates inspection prior to covering a waterproofing membrane in any wet area.
The regulations remain consistent in other areas affecting waterproofing, such as the adoption of the NCC and relevant Australian Standards, methods of assessment of compliance, material testing, and compliance certificates.
The VBA confirms that only a registered Building Practitioner can authorize compliance of waterproofing works. Subcontractors who are not registered cannot authorize compliance. Although they can state that they have complied with the relevant standards, liability lies primarily with the registered builder, now shared with the Building Inspector or Surveyor for wet areas.
QBCC Tradie Tours
Waterproofing is consistently one of the most common defects reported to the QBCC, with mistakes being costly. In June 2017, the QBCC presented ten waterproofing seminars throughout Queensland, dedicated to waterproofing and tiling issues with a focus on preventing waterproofing defects. Approximately 1000 builders, waterproofers, certifiers, and tilers attended these seminars.
Bayset’s Training & Quality Manager, Frank Moebus, provided in-depth information about avoiding installation problems. The Tradie Tour received positive feedback from the industry.
Project Reference: Botanicca Corporate Park
Overview:
Property Type: Commercial
Project Type: Restoration
Scope: Leaking roof joints affecting company suites
Applicator: Australian Waterproofing Company Pty Ltd
Area: 1150m²
Category: Waterproofing
Products Used:
Soprema Soprasun 3.0S
Soprema Sopradhere Primer
Soprema Alsan Flashing
Soprema Roof Vents
Project Details:
Botanicca Corporate Park experienced leaks in the roof joints that affected various company suites and balconies. The building, constructed in 2006, required a watertight roof to ensure its longevity. A 20-year warranty was provided, and the Soprema Torch On system was applied to achieve a high-quality waterproofing result, both aesthetically and functionally.
Gary Moody, project manager, described the project as challenging but rewarding due to the successful outcome achieved by the experienced applicator.
Importance of Waterproofing Standards and Compliance
Legislative Changes and Their Impact
The introduction of the Building Regulations 2017 brings significant changes to the waterproofing industry, particularly regarding inspection and compliance requirements. For the first time, building inspectors or surveyors must inspect waterproofing membranes before they are covered in any wet areas. This change emphasizes the importance of thorough inspections to prevent defects and ensure high-quality waterproofing.
Whatsapp Number for Paid Service:
+447490809237
How To Check SIM Owner Name And CNIC Of Any Mobile Number
Thanks to the Pakistan Telecommunication Authority’s (PTA) online verification facilities, obtaining SIM owner information has become much easier. Here’s how to find the CNIC and SIM owner details by number:
Compose an SMS to 667: Open a new message on your SIM card and write “MNP”.
Send the SMS: Send this message to the shortcode 667.
Receive Information: Wait for a reply. A message containing the name of the SIM owner associated with the specific SIM number will be sent to you.
Additionally, you can visit or call your network service provider’s local customer care center to confirm the SIM registration status and owner’s name. This simplified procedure eliminates the need for extensive documentation and offers a convenient way to obtain necessary SIM details in Pakistan.
Check SIM Owner Details With Name Online
In Pakistan, there are various Android apps and software solutions available to check the SIM owner’s name by mobile number online. However, it is important to note that most of these apps have not been approved by the Pakistan Telecommunication Authority (PTA), and their use is not recommended. If you choose to use these apps, proceed with caution. Remember, the current law only permits the registration of five SIMs under one identity.
Always verify the validity of any software or tool you decide to use, as unauthorized access to SIM owner credentials may have legal consequences.
Check Jazz SIM Owner Name Details 2024
To check Jazz SIM owner name and details online, follow these steps:
Open the Messaging App: On your mobile phone, open the messaging app.
Create a New Message: Type “667” in the recipient field.
Write the Message: Type “MNP” in the message body.
Send the Message: Send the message using your Jazz SIM.
Wait for a Response: You will receive a message containing the SIM owner’s name and CNIC number associated with the Jazz SIM you are using.
Terms:
Codes can change at any time. Check the Jazz website if the code above has an error.
For further information, call the Jazz helpline.
You can check the Jazz SIM owner, registered address, and location by calling the helpline.
Check Ufone Sim Owner Name Details 2024.
If you want to Check Ufone SIM Owner Name & Ufone SIM Owner Details online check it by the following steps:
Open the messaging app on your mobile phone.
Create a new message.
In the recipient field, type “667”.
In the message body, type “MNP”.
Send the message through your Ufone SIM.
Wait for a response. You will receive a message containing the SIM owner’s name and CNIC number associated with the Ufone SIM which is in your use.
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9. Lack of bonding
Personal Calls at work
Low Productivity
Lack of interest
in work
Distractions
Waste
of time
Disturbing
Others
Gossip Stress
No
Professionalism
11. T E A M
Let us all come together and re-align our ways
of thinking and behaving when at work.
12. is a set of living relationships working towards shared goals.
It is not something that YOU ARE, it is something that YOU DO.
What is Organizational culture?
“CULTURE”
AT
13. LET US DIG A
LITTLE DEEPER
“CULTURE”
WHAT IT MEANS
TO PEOPLE AT LARGE.
TO UNDERSTAND
17. The cultures or habits that we
learned when we were born.
The habits and routines we saw
our parents and grandparents
following while growing up made
a big part of our “culture” and
“who we are”.
The point is that we all follow some or other “Culture”.
We may have a thinking or
generation gap in our families,
but we don’t have a “Culture” gap.
22. FLEXIBLE WORKING
Work from home
Compensatory offs
Work (anytime) between
9:30 am to 8:30 pm
Sick leave
Regional leave
Casual leave
Social
sites
Ecommerce
Working
Mobile
Idle
40%
20% 20%
10% 10%
23. FREEDOM TO THINK – SPEAK – ACT
Hearing both sides
of the stories
Regular feedback
Townhall meeting
26. Provide innovative and quality technology solutions
which are customer-centric and digitally secured.
It's imperative to have a clear mission
statement to build a culture.
OUR MISSION
27. our mission Let's have
A CULTURE BOOK,
so we do not forget,
bend or mend our CULTURE!
To achieve
28. LET'S SYNC THE WAY WE THINK, WE ACT,
THE WAY WE WALK AND TALK!
37. Promote transparency while
you work with anyone on any
task or project
Keeping all stakeholder aware
about everything -
Objective,
Situation,
Plan,
Challenges, and Risks.
What does it mean?
38. Constructive feedback will do more good than bringing down
our spirits and taking away our morale.
instead of
ONE MORE ASPECT OF TRANSPARENCY IS
CONSTRUCTIVE FEEDBACK. ALL FEEDBACK MUST FOCUS ON
39. Just how a senior tells his team about improvement areas, the team can
also respectfully suggest the approach or process that needs improvement
to the seniors without fear or hesitation.
AND THE FEEDBACK SHOULD BE TWO-WAY.
40. RESPECT & CARE FOR EACH OTHER
We must show respect for our peers.
We have every right to be angry or frustrated. However, we must not express
our RAW EMOTIONS, but take care to express PROPERLY PROCESSED EMOTIONS.
41. WHEN IT COMES TO CARING, SIPL ENSURES DUE
CARE TOWARDS ITS FAMILY MEMBERS
Health Security Care for females
We have empathetic policies.
Equality
42. ACCOUNTABILITY & ACCEPTANCE
Freedom with Responsibility
What we do is not just a TASK, but an IMPRESSION of the entire organization.
Saying "TASK" Or "MY TASK" Makes a
BIG Difference!!!
When you say My Task,
accountability falls automatically.
So, no matter what you do!
Do it with Heart & Own it like a Boss.
43. ACCEPTANCE
Meritocracy is a culture where when
multiple people suggest their respective
approaches to something, the idea of the
person who has shown the most promising
results in the near past is considered the
best and adopted.
Another aspect of Acceptance is keeping
'Us' over 'I'. Multiple people can have
various opinions, but disagreeing
respectfully and honoring the final
choices, despite the disagreement, is a
must-have trait.
What is Meritocracy?
44. INNOVATION
We take pride in staying ahead of the curve
Innovation is the introduction of an
idea or its transformation for
improving the workability of
something.
Innovation is not limited to thinking
of a new idea, but improving an
existing idea/process is also
innovation.
45. Solving the problems
Meeting the clients' needs
CREATIVELY!!!!!
Influencing the processes
AT SIPL, YOU CAN INNOVATE BY
46. FOCUS ON SMART WORK AND
NOT HARD WORK!
The goal should be "Creating
Impact" and not just to filling the
hours between 10 am to 7 pm.
47. LEARNING
Keep updating yourself, take charge
of your own learning, don’t wait for
your manager or HR to nominate you.
Learn from your failures, everyday
tasks and share that knowledge with
others around you. It is a constant
process.
48. Never take mistakes to heart but think of optimizing it
Doing mistakes is ok but not learning from mistakes is unacceptable.
49. Another aspect of Learning is to be open to suggestions and comments
despite the years of experience or level of designation
Helping others can bring a lot of hidden learnings for ourselves.
With continual learning we start giving Wow in every delivery!
WE MUST BOSS THE SUBJECT AND NOT THE PEOPLE.
50. T - Transparency
R - Respect and Care
A - Accountability & Acceptance
I - Innovation
L - Learning
TRAIL for Team:
Recap:
51. We need to think of ourselves as
a Joint Family.
A family that lives together,
supports each other,
collaborates a lot, stands for
each other, prioritizes
themselves while not being
selfish and above all, keeps the
spirit of living together.
And Don't Forget:
53. CUSTOMER FIRST
WHY ?
Does it mean the team is not first, No.
Customer Service isn’t simply delivering a
product on time or having a website that is easy
to navigate around. You need to go the extra
mile and make your brand(Systematix)
memorable for all the right reasons.
To secure repeat customers and to encourage word
of mouth recommendations, you need to put client
experience high up on your list of priorities.
54. BUT WHY CUSTOMER FIRST?
Similarly, our prospects out there check on us!
One BAD REVIEW, and we can lose the entire game…
Googles about it
Read Reviews
Identifies the various providers
Read their reviews to know
their credibility
Selects the provider with
the best reputation
Because anyone looking to buy a product or take a service
55. HOW CAN WE PUT OUR CUSTOMER FIRST?
WHILE KEEPING OURSELVES FIRST, TOO…
Promise less and
Deliver more
Acknowledge Client's
Emails &Messages
Follow TRAIL!!!!
56. ACCOUNTABILITY & ACCEPTANCE
We must own the task as our own baby and
ensure doing only the best in the client and
project's interest.
We must show honesty and be open to accepting
our mistakes. A humble and accepting attitude
towards clients can make a lot of difference.
We must be resourceful and humble enough to
ask for help when we lag in anything. Our goal
should be timely and quality deliveries
58. When we keep clients looped in
everything we do, we avoid harmful
mistakes for their brand. And as a
result, they get punctual and
excellent delivery – which makes them
happy.
Even if at times when we are not on
time or below quality – they will
understand us as they would have
travelled alongside us in our
journey.
59. BEST PRACTICES OF CLIENT COMMUNICATION
Follow Client
Communication
Guidelines
Schedule Routine
Client Communications
Consider Their
Comfort Zone
Add a Personal Touch
to Your Client
Communications
Disagree gently with
respect if you find
them wrong
Always ask for feedback
60. C - Customer First
A - Accountability & Acceptance
T - Transparency
CAT for Client:
61. LAST BUT NOT LEAST WE AT
SYSTEMATIX WANT TO STAND FOR
SELFLESSNESS
YES, TO LIFE
SIMPLICITY
TRANSPARENCY
ETHICS AND ESTEEM
ALIGNMENT
THOUGHTFULNESS
INTEGRITY
FACTOR, I.E.,
WOW FACTOR
OR ADDING
WOW TO
EVERYTHING
MORALE AND MOTIVATION
62.
63. “A set of shared beliefs, values, and practices which
everyone follows in their routine work-life”.
“Culture” is:
At
We hope with this culture book, you will
remember our culture and keep on passing
the saga to future team members.
64. Let's build an incredible
SIPL Family Culture with strong values!