September/October 2022 - 120

detrimental impacts on both individuals
and companies. For individuals, credit
and acknowledgement serve as building
blocks for career advancement and
other growth oppor tuni t ies by
improving professional reputations,
credibility and even resumes. All of this,
in turn, affects compensation and
promotion. The lack thereof, has the
opposite impact, limiting opportunities
and leading to resentment, frustration,
disillusionment and overall dissatisfaction.
These outcomes may then lead
to an ultimate decision to leave a
company or an industry.
As an industry, grappling with a
nationwide staffing shortage, it is
imperative that companies are aware of
As an industry, grappling
with a nationwide staffing
shortage, it is imperative
that companies are aware
of and proactive when it
comes to overall employee
satisfaction.
and proactive when it comes to overall
employee satisfaction. Status-quo
thinking, in which the same employees
are repeatedly acknowledged over
others, leads to status quo results and
stifles innovation. Companies lose out
on the collective potential of their
employees when they fail to establish
policies and promote a culture that
focuses on ensuring team members feel
seen, valued and acknowledged.
Conclusion:
Where Do We Go From Here?
What do we do about this type of
disparity and bias in the deep foundation
industry? The forthcoming articles
in our three-part series on acknowledgement
bias will focus on deepening
our awareness of patterns specific to the
deep foundations industry and identifying
solutions to empower individuals,
companies and the industry at-large.
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Membership
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September/October 2022

Table of Contents for the Digital Edition of September/October 2022

TOC
September/October 2022 - Intro
September/October 2022 - 1
September/October 2022 - 2
September/October 2022 - TOC
September/October 2022 - 4
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