Internal communication is sometimes not appropriate (yelling, etc.) We nurture relaxed atmosphere during meeting to overcome remote work problems. We invest time and provide support to team members in troubble - both personal and business. We give presents to employees for New Year, 5-year anniversary, etc. We have a buddy program. Our communication style is bold almost rude. Customer is always first even to the cost to employees (existent but not wanted). D: Be supportive that all colleagues are implemented/included in HTEC projects. D: We encourage and act in a way that all colleagues have work / are allocated. D: Developing eco-friendly culture by using green products and suppliers. D: We respect employees working hours. D: Be are able to give proposals and to be heard. D: We communicate always with calm tone and respect. D: We build relationships with clients based on empathy. D: Think about other peoples emotions and needs when communicating. We send NY greeting cards and gifts to our clients. We organize warm welcome whenever client visits our office. We say Prijatno when people are eating in the kitchen. We have lunch at the kitchen. We offer free fruit and drinks to our employees and guests. We have a relax area and/or game room. D: We dont eat at our desks in offices. D: Bycicle parking is provided. D: We offer ice cream (or similar) at all locations (unification of the benefits). D: We keep our voices down in open spaces. D: We say Hello to everyone we meet in the office. D: More anecdotes sharing in order to improve relationship building. D: Defined tone of voice: Friendly / funny / serious... D: All communication should be polite, respectful, kind, and it should involve everyone. Analyze and improve aftr picks. We learn from mistakes. Clear organization and responisibilities regarding pricing negotiations. We define our activity zones and action items and always have responsible person. There is no real planning and division on work in the departments. Gave my maximum when I was alone on project integration while felt alone (because of the people). Tole bo treba pogledati, ni jasno No clear responsibilities & ownership. We take clients to nice restaurants to impress them. D: Encourage including new employees in existing initiatives and commities in a systematic way. If we dont do some particular work ourselves, we hire 3rd party specialists. Well always find a way to support our client with focus on excellence (potential for acquisiton). We take any kind of business that we can support. Services are organized in the most cases as the team extension / extended office. D: Work only on green field projects (sustainability). D: Roll-outs of HTEC iniciatives are on time. We work both hard and smart on an qualified potential client. We jump in when our existing clients have unexpected problems. We encourage all employees that have direct contact with clients to identify ways to invest into clients for future benefits. D: We proactively prepare people to join existing projects and anticipate needs. D: Meeting management is improved (action points, time, efficiency...) We have a dedicated team for acquisitions with a clear plan and steps. We incorporated good practices from the companies that we buy. We encourage that leadership/owners of acquired companies stay in HTEC. Stepping out of comfort zone - learning. There is no mentoring leading and sense of belonging. D: Having a clear and easy procedure for team buildings. D: We organized structured praxis for students in our office premisses at all locations. D: We ask for performance reviews and start adapting behaviour. D: Sharing growing possibilities and potus/tracks and timelines. D: Clear procedure for going to conferences. D: Having a common platform for tech education. D: We work on demanding, inspiring, motivating and challenging projects. D: We celebrate our people by promoting them internally (putting their pictures in open spaces). Meetings are often used for self promotion and people have a tendency to degress and go over schedule. D: Organizing socially aware, humanitarian actions. D: Long-term mentorship clauses employee growth. D: Setting up Tech clubs to help other people share knowledge. D: Bi-weekly check-ins with direct management for new employees. D: We encourage sports activities and support from the company for it. D: We encourage cooperation with local universities, from where we could imploy new employees. D: We expect to give freedom from people both positive or negative. D: We educate employees that have direct communication with the client to invest in client relationship for the purpose of the upless. D: Execute junior dev. programme for all offices. D: To have internship programme in the whole HTEC. D: Internship process is well defined and constant. D: Make sure that internship programe developed in execom stays in HTEC. At least twice a year we organize lectures for students at local universities. D: Organized presence at student conferences for all branches. D: We have one (single) office at NS. D: Untrue atm Tole dajmo pogledat, kaj je bilo miĊĦljeno D: We work in team offices (per project). D: Encourage structured storytelling to promote desirable behaviour. Top leadership has a final word and actively participates in pricing negotiations. We are transparent with team members during (slow project, kick-off) project status. We communicate transparently about current issues and blockers among ourselves. We employ people regularly and pay all taxes. We are overpromissing to new employees & underdelivering. D: Honest feedback with details about the next steps (business and employees related). We cut the features to meet deadlines if necessary. We maximize charging to the clients. We charge the doubble (what our competitors charge). We have established clear communication and escalations channels. We have flexible working hours. Some clients are not shown on website which can cause bad relationships. D: Make all-hands more interesting to people and clearly communicate its value.