Insight Global: a flexible and responsive skills resource
Insight Global provides long-term contract, short-term contract, temporary-to-permanent, direct placement, and enhanced staffing services; specialising in Information Technology, Accounting and Finance, Engineering (non-IT), and Government roles.
“We’re focused on empowering our people and connecting them with the best opportunities; while supporting our customers with staffing and services solutions,” pledges Jessica Calzaretta, the Vice President of Insight’s Global Technology Division. “We support thousands of different customers, spanning every major industry, offering staff augmentation and supply managed services, culture consulting and training ranging from diversity and inclusion to talent optimization. At its core, Insight Global is driven by its consultants who give them purpose, the clients who fuel their drive and the IG family who inspire others every day with their determination, passion and care.”
Providing staffing for their digital transformation, T-Mobile is one of Insight’s largest customers. “We deliver a range of technical resources supporting them across all of their locations in North America,” confirms Calzaretta. “The skill sets we staff for companies like T-Mobile range across high-level technical resources supporting agile transformation efforts; project managers, scrum masters, agile coaches, and everything in between.”
In April 2020 Insight Global launched its culture consulting division Compass, responding to the importance of company culture in these difficult times. It was built to help clients get centered on values and align them with their business strategy to create massive trust and connectedness along the way.
“Our culture and shared values have been our true north that have grounded and guided every decision we make, especially when focused on meeting the everyday challenges of supporting our people and clients during the global pandemic,” says Calzaretta.
The demand for a flexible workforce capable of pivoting to meet demand has surged dramatically over the past 12 months prompting Insight Global to launch its Global Healthcare division she explains: “We can now better support those industries and customers with everything from different types of patient care resources and the coordinators and support personnel who can step in and provide help to those in need during this difficult time when the demand for a contingent workforce has increased overnight.”
Investing in the Future
Allied to its commitment to retaining staff during the pandemic, Insight Global is investing in its employees through training and promotion. “Our shared values are core to who we are as a company,” maintains Calzaretta.
Insight Global’s team is 70% female and the company remains committed to making women “amazing leaders”. Its Women’s Leadership Council creates programs and communities to empower and support women throughout their careers; leading the company to be recognised among the Best Workplaces for Women in 2020 by Fortune & Great Place to Work. “We help them bring their perspective to the table,” says Calzaretta. “This informs decisions we make across our business to advance the role of women within our organization.”
Awards & Testimonials
Best Workplaces in Consulting and Professional Services 2020 – Fortune & Great Place to Work
Best of Staffing Client Award 2020 – ClearlyRated
Best Workplaces for Women 2020 – Fortune & Great Place to Work
Top 100 highest-rated CEOS of 2020 - Comparably
“Insight Global is a partner that helps us in our digital spaces. It’s been a fantastic partner in terms of sourcing talent for T-Mobile, both in terms of technical and business skills. It’s a flexible and responsive company. We have been so pleased with our partnership; the resources they bring to the table for us are consistent and it’s an integral part of our team.” Erik LaValle, Digital Supply Chain Tech Leader, T-Mobile
“Insight Global is doing an amazing job with our account. They hit the ground running and proactively engage with us to understand our needs and business. This dedication has enabled them to continuously improve the experience and skill of the candidates they present. Keep up the good work!” Jose C.
“With most suppliers you get face value. With Insight Global, you get results, low turnover, high skill and exceeding key objectives; all of which brings a significant value add to my organization. This has created a lasting friendship that I value beyond even our amazing business success.” Allen S.
“Insight Global, your partnership through thick and thin - during the growth of our business, and then in the very difficult measures that were taken during the pandemic, will never be forgotten. Your ability to find, prepare, onboard, and convert high quality, talented individuals to our team is truly appreciated. Thank you for being open, adaptable, and truly committed in the face of uncertainty.” Stuart T.
5 Ways Leaders Can Create a Healthy Workplace Culture
This week (14th-20th June 2021) is Men’s Health Week. Physical and mental well-being have been important considerations for leaders over the past year, and it is essential this focus is maintained as we build back for the future. Here we have asked 5 experts for practical tips leaders can implement to create healthy workplace cultures.
Know the early signs of burnout
Recently it was reported by the BBC that burnout for health and social care staff had reached emergency levels.
Monkey Puzzle Training Co-Founder Karen Meager has studied the burnout recovery process in partnership with Coventry University: “The past year has seen people suffer from job-loss worries, work from home challenges, isolation, and feeling overworked. These are continuing, and all have the potential to contribute towards burnout. Healthcare workers, executives, leaders, managers and small business owners will continue to be the top people to suffer from extreme burnout.”
“At the onset of burnout, people commonly enter a phase of denial. So leaders need to be aware of those who are reluctant to take their time off, are compelled to work all hours, or have changes in their behaviour or mood, as these can all be indications of burnout taking hold. Encouraging them to take a burnout self-test provides a starting point to supporting these employees through recovery, as is role modelling healthy sustainable ways of working.” Karen suggests.
Encourage professional self-reflection
Creating an environment that encourages self-reflection is an effective tool for promoting personal development. Journaling may not be something you instantly think of for professional development; however, it is a successful technique for adults to aid mindfulness and productivity. “Journaling is a form of self-expression that can empower you to understand your feelings and ambitions and how to deal with them, therefore promoting positive well-being and a healthy workplace culture,” describes Elisa Nardi, founder of Notebook Mentor.
“Just 15-20 minutes of journaling a day over the course of four months are enough to lessen the impact of physical stressors on your health,” explains Elisa. “It can also inspire creativity, aid your memory, and help set actionable goals. It is an underused tool that can help employees manage tricky workplace situations such as conflict, illness or new leadership roles.”
Manage your stress and resilience too
As a leader or manager, often, your complete focus is on the business or protecting your team, but you cannot pour from an empty cup. Leaders should also have strategies in place to manage their own stress, so they can sustain high levels of positive energy throughout the day. “Fueled by a burning desire for success, I ignored all the warning signs of exhaustion, which eventually took its toll on me - I literally collapsed from stress, and I didn’t even see it coming.” reflects Sascha Heinemann, an expert in Performance Recovery and Stress Resilience.
“When leaders manage their energy, create healthy daily habits, and practice resilience, they are able to perform to their fullest capacity and to provide the best possible support for others.”
“Taking a break every 90 minutes or so helps you to refuel, recharge, and re-energize and ultimately allows you to get more accomplished, in less time, at a higher level of quality, and more sustainably. This role model contributes dramatically to a healthier, more engaged, sustainable, and productive workplace culture," he adds.
Instil a sense of purpose for your team
The idea that success equals working 12-15 hour days and giving everything of yourself to your workplace continues to prevail in many organisations. This is not healthy, nor is it productive for anyone involved. “The healthiest and happiest workplace cultures are the ones that are organised around purpose.” describes business and life coach Anand Kulkarni.
“Leaders should be giving meaning to the work they are doing within their business and beyond and sharing this purpose with their staff, rather than focusing on long hours, crippling workloads or someone else’s idea of ‘success’. When people understand why they are doing what they do and how this contributes to something greater, productivity and well-being is increased.” adds Anand.
Promote well-being from the top down
Leaders need to act as role models if well-being is to become embedded at the very core of the organisation. It’s very unlikely that employees will start acting in a new way that puts their own needs first if the leadership team continues to behave in an entirely different manner.
‘Many organisations have worked hard in recent months to put new policies in place that better support well-being, promote hybrid working and attempt to set clear boundaries, but many leaders seem to assume that they are exempt from it all, that’s when it all falls over’, explains leadership experts Martin Boroson and Carmel Moore, from The One Moment Company.
A recent ONS report into Homeworking in the UK revealed that people are on average working 6 hours extra per week, and many are working until late in the evening, indicating that the boundaries between work and life are more blurred than ever.
“Despite all of these wonderful opportunities for people to self-organise, if the leadership team continues to work in the office Monday to Friday, or are communicating at all hours, then it’s a clear indicator that hybrid working is simply a ‘bolt-on’ tactic rather than an integral part of the company’s approach to promoting the importance of maintaining a healthy work-life balance.’