We���re looking back on a career filled with heart, humor and quiet acts of kindness

Throughout his four-plus-decade career, Jeff Stein has occupied many roles. He has been the founding member of his own firm. He has been the past president of the Florida Land Title Association (FLTA). And he has played a defining role in leading 做厙勛圖���s underwriting operations for the past 15 years, helping us become a respected member of the industry and a truly great place to work. Now, as he prepares for the final chapter of his career, it���s clear that Jeff should be known as one thing above all: A diligent professional who not only cared deeply for those he worked with, but provided them with the guidance and help they needed to succeed. Here, we celebrate the career impact of this very special legal and title insurance professional.

A common beginning for an uncommonly helpful career

Like many in the title industry, the seeds of Jeff���s eventual career were planted long ago. ���I had enjoyed real property in law school,��� he reflected, before continuing, ���My first job after graduating, but before passing the bar, was with a small law firm. One of my initial tasks there was to examine abstracts to determine insurability. When I got out of law school in 1980, and when I left that firm, there were few jobs. I started practicing on my own and soon ended up working as a title attorney with another lawyer who mentored me.���

An unconventional professional

Jeff fully made the leap into the title industry when one of the insurers he worked with advertised for an in-house underwriter and claims attorney. ���I was hired and have been in the industry ever since.��� He quickly excelled, showing himself to be far from a traditional title professional, thanks to his unique ability to solve tough challenges.

���I can think of one anecdote that was particularly fun,��� he said when asked about how he dealt with challenges throughout his career. ���We had a situation where we needed a deed from a grocer’s union. I could find no way to communicate with them other than to join the union. As a result, I got a call from their general counsel wondering why a real estate attorney wanted to join the union. I explained my motivation, and he secured the deed we needed while applauding my creativity. I suspect he continues to tell that story ��� as do I.���

Becoming the industry���s Yoda

While solving tough challenges through unconventional means, Jeff also found ample opportunities to begin practicing the care that today has become his trademark. ���One employee of an agent of ours nicknamed me Yoda,��� he remarked with wry humor when asked to share a story he is proud of from his tenure. ���While it is certainly an honor to be compared to the great Jedi Master, it is more humbling that she credits me with having mentored her and helped her become a knowledgeable leader at her title agency.���

The woman Jeff mentored is now running her agency���s branch operations, and her story is just one of the many instances where Jeff has made a hugely positive impact on both individual professionals and the industry. This is the natural result when you organize your career around core principles like curiosity and service.

���Be curious,��� Stein noted regarding what advice he���d give to new industry professionals. ���Take the time to get to know the folks you are working with, whether they are agents or co-workers. Use that curiosity to listen and work to help them with what they actually need, not what we assume they need. Have fun and enjoy those around you. Be mindful of the impact you can and do have on others. It is a big deal.���

Gaining ample and impactful insights

Given how central curiosity has been to his underwriting career, Jeff has naturally gleaned many insights about how the profession has changed over time. ���We began as stewards of the public records. Our mission was to keep the titles as ���correct��� as possible,��� he said. ���We were less concerned over assessing risk and more concerned with making things perfect. That has changed since I started 45 years ago. While we are still mindful of the record, the shift is more to assessing risk, deciding what we can accept to move the transactions forward both to mutually beneficial success.���

But that isn���t the only takeaway from his time in title and underwriting. Having managed teams throughout his career, Jeff is also well-versed in what success looks like for leaders within the industry. ���First, make sure to provide everyone with a great environment to work in.  What is great differs for everyone, but as a leader in a company, that is a core responsibility,��� he noted. ���Second, hire folks that are smarter than you and allow them to excel even if that means they move past you. The real success of a mentor or teacher is having the student surpass the teacher. Third, be helpful to those you work with. In other words, truly be a servant leader. Remember that the success of those that report to you is truly your success. Fourth, enjoy what you do, enjoy the humanity of those around you. The relationships are what makes leadership fun.���

Final thoughts from an enviable career

Those final notes are what Jeff sees as the perfect summation of his career. As with many other dedicated title professionals, for Jeff, the work has always been about people. People are what guided him in the early stages of his career. People are at the heart of his proudest moments. And people are what drove his underwriting and leadership philosophies throughout the decades. Lastly, it is people who will remain with him as he prepares to embark upon a new chapter. ���Through it all, I have had a lot of fun, and in the end, I���ll value the friendships and connections I made the most.���

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By Adam Mohrbacher

做厙勛圖 was recently certified as a Great Place to Work簧���its eighth straight certification. This honor reflects the hard work of many people to build a workplace where employees can bring their whole selves to work and contribute their unique skills, insights and experiences to the betterment of the organization and the agents it serves. Below, you���ll hear about some of the reasons why 做厙勛圖 gained its eighth certification and how this enables the company to deliver more for its independent agents.

Building solidarity and support with EET

Perhaps the most foundational element of 做厙勛圖���s welcoming, inclusive and high-performing culture is its employee engagement team (EET). The EET was designed to create a working environment where every employee feels engaged, rewarded and personally committed. Kim Bergner, 做厙勛圖���s Internal Auditor, recently spoke to the effectiveness of those efforts.

Bergner has been a part of the EET for two years. She described how one of its subcommittees, called ���Knowledge Bytes,��� offers employees a Zoom-based forum to showcase contributions and ���explain their challenges and how others in the company can help.��� From Bergner���s perspective, these programs are essential for fostering a positive work culture. ���They build bridges and relationships between employees in different departments of the company,��� she explained, which is deeply important in an era of remote work.

Creating future leaders through the Trailblazer Mentorship Program

The EET is just one of many initiatives that contributes to 做厙勛圖���s Great Place to Work簧 status. A new program launched this year is the Trailblazer Mentorship Program. Structured as a seven-month initiative, the Trailblazer Mentorship Program pairs veteran employees with workers who are interested in improving their skills, confidence and careers. The program offers monthly group and one-on-one meetings where mentors and mentees connect to explore topics like goal setting, leadership and career growth���all within a safe and supportive space.

Bergner recently completed the Trailblazer Mentorship Program and has spoken positively about the effort. Another 做厙勛圖 employee who took part is Jace Coffie. As one of 做厙勛圖���s youngest employees, Coffie represents the next generation of professionals that any underwriter should seek to cultivate and grow into a long-term employee. For Coffie, the program accomplished exactly that, helping him establish a solid foundation for a long and successful career. ���This program has had such a huge impact on my first-year journey, and I know it will continue to shape me moving forward,��� he said.

Great Place to Work簧 pays off beyond 做厙勛圖

Investing in employee wellness, growth and development is about much more than the company itself. It also benefits stakeholders. Bergner notes that programs like EET and Trailblazers ���build morale in the organization.��� Higher morale, she continues, ���can foster satisfaction, which can ultimately lead to longer employee retention.���

Time and time again, longer-tenured employees perform better on behalf of partners and customers. Data from Gartner showed that companies which successfully retain employees achieve 23% higher productivity than those that don���t. Glassdoor discovered a similar correlation between employee happiness and a company���s impact on its stakeholders. Its research showed that each ���1-star improvement in an employer���s Glassdoor company rating out of 5 is associated with a statistically significant 1.3-point increase in customer satisfaction.���

Here’s to the next eight

Given this data, there���s no question about the importance of credentials like Great Place to Work簧. This honor isn���t just something nice to tuck into a press release or fact sheet. Instead, it is a mission-critical priority for any business desiring to create positive outcomes for its employees, partners, customers and communities. 做厙勛圖 couldn���t be happier to have achieved this goal and its associated benefits for eight years and counting. And it looks forward to raising the bar for many years to come.

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Last year, we announced plans for 做厙勛圖 to join Dream Finders Homes, one of the nation’s fastest-growing homebuilders. I’m pleased to report that we recently received regulatory approval, and the transaction has officially closed. We’re thrilled to be part of the Dream Finders Homes family! .

In recognition of this important moment for our company, I’m also proud to announce that today, we’re launching our new public-facing 做厙勛圖 website.

We’ve thoughtfully designed the site to offer easier access to tools and important information for agents and lenders. From the new public site, you can quickly reach our Agent Resource Center whenever you need it. We’ve also included information to help residential and commercial buyers and sellers better understand the benefits of working with independent title agents.

Over the last few years, The 做厙勛圖 Advantage blog has become a go-to source for insights on everything from cybersecurity to marketing strategy. We���ve made the blog even more accessible and user-friendly, helping you quickly find useful information. 

2025 marks 做厙勛圖���s 20th anniversary, and as we enter this new chapter with Dream Finders Homes and launch our redesigned website, I���m both proud of what we���ve accomplished and optimistic about what���s ahead. I���m excited to see this new relationship go to work for the benefit of independent title agents.

Thank you for your continued trust and partnership as we build the future together.

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Each April during Stress Awareness Month, we sit down with 做厙勛圖���s HR Director Stacy Stolen to explore how we can all manage stress more effectively. This is an important conversation because too much stress can negatively impact both individuals and organizations. Having worked for years in HR and compliance, Stolen is no stranger to helping mitigate stress in the workplace. She shares ideas that can help you reduce stress in your agency and build the kind of workplace your team will love.

Confronting the pervasive problem of stress

According to Stolen, stress is a major problem in workplaces today, and available data supports this view. In a recent ���McKinsey Health Institute survey of more than 30,000 employees worldwide, only 57% reported good holistic health.���[i] Given the scope of the problem, business leaders have a vested interest in helping employees manage their stress levels. Not only is it the right thing to do, but unchecked stress can have a negative effect on worker performance. Recent survey data, in fact, showed 60% of respondents indicating that high stress harmed their output. [ii] None of this should really be surprising according to Stolen. After all, she said, ���You can���t pour from an empty cup.���

Reframing how we respond to stress

Stress should always be taken seriously���but that doesn���t mean avoiding it. It means learning how to manage it. The fact is stress is often little more than the body���s response to change. And ���change���whether in your personal life or at work���can be stressful but also an opportunity for growth,��� said Stolen. If stress can���t be avoided, Stolen said, ���how you respond makes all the difference.��� She then continued by noting that ���Small, consistent efforts to care for your mental and physical well-being can help you thrive���even in challenging times.���

Putting wellness at the heart of culture pays off

So how can workplaces help employees rethink and manage stress? There are really too many to count. Mindfulness programs. Fitness incentives. Mental health support groups. Flexible work options. Financial literary workshops. Healthy living perks. These are just a few examples, but there are many more. 

The ROI of these programs speaks for itself. Companies often see a return of $4 for every $1 invested in mental health treatment.[iii] Results like this are often attributed primarily to increased productivity and reduced absenteeism. Additionally, mindfulness programs can reduce employee stress by 30% says the National Institute of Health,[iv] while another study found workplace flexibility programs can generate over 25% less employee stress.[v]

做厙勛圖 is committed to being part of the solution

做厙勛圖 has long taken such figures to heart and has put stress awareness and employee wellness at the heart of its working culture. Some of the specific initiatives and programs it uses to advance these goals include:

• The 做厙勛圖 Employee Engagement Team (EET), which aims to boost engagement, foster personal commitment and motivation, and support fair compensation.
• Mental Health Challenges, which are designed to encourage employees to use their available PTO to rest and recharge.
• The 做厙勛圖 Employee Assistance Program, which is multifaceted support program intended to assist employees with navigating issues related to work, money, legal issues, identity theft, physical and emotional wellbeing and more.
• All staff wellness challenges.
• Mental Health Awareness month activities revolving around work/life balance and sharing mental health resources.
• HR-led meetings focusing squarely on mental health support.
• Ongoing segments on company calls designed to foster laughter, goodwill, camaraderie, and stress relief.
• And more.
  

In 2025, 做厙勛圖 continued adding to its stress awareness and employee wellbeing efforts. It recently hosted guest speaker Josh Emery, a renowned therapist, consultant and coach, who spoke to the 做厙勛圖 team about the role stress plays in our lives and how we can stay on top of its impacts.

Managing stress is the key to unlocking a brighter future It is impossible to avoid experiencing some level of stress. After all, stress is a part of any change, which, as we all know, is the only constant in life. But if we can���t stop stress, what do we do to reduce its effects? This is a deeply important question, especially for businesses whose productivity and profitability are firmly in the crosshairs whenever employees become overstressed. The answer, however, is a simple one. Workplaces only need to take small, gradual steps to confront stress. Over time, this will build a culture that helps employees mitigate stress���s effects and continue working harmoniously. When done successfully, the results can be transformative and pave the way for lucrative, long-term growth and achievement

[i] 

[ii] 

[iii] 

[iv] 

[v] 

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Understanding Cultural Paradigms

Organizational culture can be viewed through various lenses. Some companies focus on performance, where results and individual achievement drive culture. Others adopt a purpose-driven culture, aligning actions with a higher mission or set of values. At 做厙勛圖, we���ve found our greatest strength in fostering a culture of trust. But it���s important to note that no single cultural paradigm is inherently better than any other. The key is to identify which approach aligns most closely with your organization���s values and mission.

In the title insurance industry, relationships are at the heart of everything we do, and that���s why we ultimately decided to build our culture on the foundation of trust. Behind every transaction is a person or family entrusting us with their dreams and future. Trust is the cornerstone of these relationships, enabling us to be part of critical moments in people���s lives. Without trust, we���re merely facilitating transactions; with it, we���re partnering in something much more significant���helping people pursue the American Dream of economic prosperity.

The 3Cs: Our Foundation for Trust

To cultivate this trust, we���ve centered our culture around three key principles we call the 3Cs:

1. Care for Others: Genuine care involves truly listening and understanding the needs of those we serve���our agents, partners, and colleagues. It���s about making meaningful connections and offering assistance that can have a positive impact on someone���s life.
2. Competency in Our Work: We believe in continuous improvement. By staying informed, honing our skills, and striving for excellence, we ensure that we���re equipped to meet the needs of our clients and each other effectively.
3. Commitment: This is about reliability and follow-through. Doing what we say we will do, meeting our obligations, and being dependable in every situation reinforces the trust others place in us.

These principles aren���t just corporate ideals. We try to live them as daily practices that guide us through our interactions with our agents and fellow team members.

Intentional Culture Building

Good culture doesn���t happen by accident. It takes intention, reflection, and a willingness to change. A few years ago, we took an important step by developing a booklet describing our company culture. It���s essentially a collective expression of what makes 做厙勛圖 special on our best days. It includes our Purpose, Mission, Vision, Core Value, and Guiding Principles. Simply stated, the ���做厙勛圖 Way��� is: caring about people by providing uncommonly valuable help that delivers a positive impact. This articulation of our shared beliefs has provided a compass for our actions.

If you haven���t had the opportunity to define what���s most important about your culture, we���ve found that the exercise can be incredibly valuable. For us, it wasn���t about creating something new, but rather about uncovering and articulating what was already true about our organization. We found that the project gave us a rare opportunity to talk to our team, reflect on shared experiences, and capture our unique narrative.

Beyond defining culture, it���s important to take steps to live it more deeply and consistently. To support this, we established an Employee Engagement Team to ensure that culture remains an ongoing focus. This group serves as a conduit for feedback and ideas, helping culture rise from every level of the organization.

Other important initiatives included creating a set of Management Rules of the Road, which outlines what employees can expect from their managers. Additionally, our culture has been strengthened through regular Outward Mindset seminars from the Arbinger Institute. The goal of these sessions is to help team members understand that other people���s needs matter just as much as their own. They encourage collaboration, break down silos, and remind us to work together.

Steps to Building a Great Culture

Every company, regardless of size or industry, stands to benefit from a strong, intentional culture. Based on our experience, here are a few steps that we hope may be helpful in your own cultural journey:

1. Define Your Core Values: What principles are non-negotiable for your organization? Whether it���s trust, innovation, customer focus, or something else entirely, clarity here sets the foundation. A key aspect in defining your values is also in prioritizing them. It���s easy to say loyalty, honesty, and integrity are the values of the company. What happens when these values are in conflict?
2. Engage Your Team: Culture is a collective endeavor. Regularly involve team members at all levels in discussions about values and practices. Their insights can be surprising and powerful.
3. Be Intentional: Develop initiatives, programs, and traditions that reinforce your values. Solicit feedback from employees to ensure alignment and celebrate your cultural successes regularly. Values are most reflected in an organization based on who gets promoted or rewarded.
4. Measure and Reflect: Utilize tools like surveys, focus groups, or external certifications to assess your cultural health. Benchmarks provide valuable insights into where you���re succeeding and where there���s room to grow. For example, at 做厙勛圖, we���ve participated in the Great Place to Work certification process for over eight years, and in 2024, we were recognized by Fortune Magazine as one of the��Best Small Workplaces��and one of the��Best Places to Work in Real Estate.
5. Embrace Continuous Improvement: Culture isn���t static. Be open to change and ready to adapt as your organization grows and the environment evolves.

Recognition and Celebration

One great way to promote culture is to share stories of success. At 做厙勛圖, we���ve found tremendous value in communicating and celebrating our cultural achievements during 做厙勛圖 Live!, our bi-monthly all-hands call. My favorite part of the call is a feature we recently added ��� the Winner���s Circle. It���s an opportunity for employees to nominate colleagues who exemplify what it means to work the ���做厙勛圖 Way.��� Most importantly, this peer-nominated recognition is to identify someone who demonstrates one of more of the 3Cs. A nomination takes time and effort, so these nominations reflect the genuine appreciation and respect colleagues have for one another���s contributions. These stories and celebrations help our team feel more connected and aligned with the company���s values.

Looking Ahead and Staying Committed

As we approach 2025 and our 20th anniversary, I couldn���t be more excited about the future of 做厙勛圖. Our imminent partnership with Dream Finders Homes marks an exciting new chapter, creating new opportunities to grow and better serve our agents. Additionally, we are eager to continue innovating with tools like our anti-fraud solution, SecureMyTransaction, which reinforces trust and security in real estate transactions.

As I look ahead, I���m reminded that our success is built on our cultural foundations that enable us to provide value to our agents. While there���s much to be proud of, no culture is ever ���finished.��� It requires continuous care and attention to ensure alignment with our mission and goals.

Whatever cultural foundation you choose���whether trust, purpose, performance, or a blend���it���s important to invest in it intentionally. At 做厙勛圖, we���ve found that fostering a culture of trust has brought great benefits to our team, agents, and partners.

Thank you for being a part of our journey. Here���s wishing you a happy holiday season and a wonderful New Year!

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The 做厙勛圖 team includes people from all walks of life who are united by a shared commitment to independent agents. Another commonality is a dedication to the broader title community that goes beyond the nine-to-five. At every level of the company, you���ll find individuals who have made a commitment to leadership in various title insurance, real estate, legal, and similar professional organizations. It is a commitment that has a broad impact.

A more informed and inclusive community

One of the benefits of association involvement is the opportunity to build community and share valuable information. ���I served with an amazing group of volunteers,��� said Margaret Cook, EVP, General Counsel and Chief Legal Officer and Past President and Board Member of the Land Title Association of Colorado (LTAC). ���It gave me a chance to give back and expand my knowledge and network.���

Micah Owen, South Carolina and Georgia Agency Manager, recently became a Director of the Palmetto Land Title Association (PLTA) and noted that she appreciates the opportunity to contribute fresh ideas and help the association grow. She also relishes bringing more of the community into the conversation by calling ���upon people that have great ideas but may be too shy to share.��� Owen added that associations are a wonderful mechanism for disseminating crucial information, such as PLTA���s ���Case Law Update.���

���Dawn Watkins is our current legal liaison,��� said Owen. ���She does a great job keeping the board and members current on all judicial updates. Attorneys are so busy as it is, so we try our best to help them.���

KC West, Sr. Vice President and Southwest Regional Manager, echoed Owen���s sentiments, noting how associations foster a more connected and inclusive industry. Having recently taken up the mantle of President of the Oklahoma Land Title Association (OLTA), West said that it is an ���honor to serve the title professionals of Oklahoma and to be the voice in the room for those that aren���t always available to attend.��� Being involved in leadership, he added, ���gives you a chance to act as the voice for the collective��� and ensure the ���views of title professionals [are reflected] in the decisions being made.���

Collaborating to drive critical improvements

The value of joining associations goes beyond the opportunity to build an informed and inclusive community, however. Associations also provide a framework for professionals to collaborate on important operational and industry initiatives and drive substantive improvements.

做厙勛圖���s TJ Johnson, Assistant Vice President and State Agency Manager for Arizona, Colorado, Nevada, and Utah, recently held leadership roles in two industry organizations. He sat on the Colorado ���Good Funds��� committee and served as PAC Chairman for the Land Title Association of Arizona (LTAA), where he collaborated with like-minded professionals to improve industry processes and bolster organizational finances.

In working with the ���Good Funds��� committee, for example, Johnson ���discussed best practices for disbursing insured payoff and proceed funds while mitigating risks to title agents and the general public.���

���Part of the committee���s fact-finding process involved polling other states to compare and, in some cases, better our own standards,��� he said. ���We eventually sent our findings to the state���s department of insurance to influence their protocols.���

During his time as LTAA PAC Chairman, Johnson worked on equally important initiatives. One of the organization���s goals was to ���develop strategies on how to best target our campaign contribution funds,��� Johnson said. In addition, the committee launched the ���Past Presidents Classic Golf Tournament��� and a silent auction to strengthen the association���s finances and deliver more benefits for the Arizona title community.

Rodney Anderson, EVP and National Agency Manager of 做厙勛圖, also had the chance to make a dynamic impact on the industry by serving as President of the Texas Land Title Association (TLTA) from 2023-2024. Assuming this role was the culmination of a long-held goal for Anderson. During his tenure, he worked with others to strengthen the association���s educational programs, ensure access to the latest information and training, assist with navigating legislative and legal changes, and advocate for policies beneficial to the industry and consumers.

Creating a favorable legislative environment

Industry-related legislation is one area where the value of associations can perhaps be most vividly seen and felt. Title associations, said Anderson, help ���industry professionals collaborate [��因 and stay informed about regulatory changes and market trends,��� which ���vary significantly by state and frequently face attacks at a state and federal level.��� Individuals who join industry organizations, he said, contribute their ���expertise, leadership and commitment��� to ���shape standards and practices��� and ���ensure the integrity of the industry.���   

During her time in leadership, Cook found herself immersed in similar responsibilities. ���While I was with the association, Colorado revised its title insurance regulations and market conduct examination procedures. It was a very busy time,��� she said. ���It���s fascinating how many bills and regulations could negatively impact real property records and the ability to securely close and insure transactions. It takes countless volunteer hours to positively influence the outcome.���

Furthermore, two of 做厙勛圖���s underwriters have spent time working with industry groups to improve the field���s legislative and legal environment. Brianna Dowling, Underwriting Counsel, has been involved with the LTAC board of directors ���for quite a few years now.��� Perhaps the most rewarding for Dowling has been ���working through legislative initiatives.��� The industry must have a ���seat at the table when it comes to real estate and insurance legislation,��� she said.

As the Immediate Past Chair of the Title Issues & Standards Committee for the Real Property Probate and Trust Law Section of The Florida Bar, Rebecca Wood, 做厙勛圖���s Assistant Regional Counsel Florida and VP, was also positive about becoming involved in leadership. She noted that these positions allow volunteers to shape the industry���s future. ���What I found most rewarding about serving on the committee was coordinating continuing legal education programming,��� she remarked.

Building a stronger, safer and more effective industry

Given the 做厙勛圖 team���s experience, one thing becomes clear: whether it be fostering a more informed, inclusive community or developing better processes, protocols, or legislative outcomes, association work delivers benefits on multiple levels.

Individual title experts, for example, ���gain benefits and career development from this experience,��� said Cook, reflecting on her time. Johnson seconded this: ���Every title and escrow professional,��� he said, ���should serve on a board or committee. It will broaden your knowledge base and increase your influence within our industry.���

Anderson noted that becoming involved can also strengthen by proxy the company that an association member comes from. Taking part in these organizations helps build ���relationships with partners, clients and other stakeholders who value the company���s role in advancing the industry,��� he said. In 做厙勛圖���s case, for instance, the company has been able to have ���its perspectives considered in broader industry conversations,��� which builds its credibility and solidifies its position as an industry thought leader.

Most significant, however, is that when title professionals get involved in association work, the entire industry stands to gain. Anderson probably said it best, remarking: ���In essence, both the organizations and the people who participate in them are vital for maintaining the stability, reliability and growth of the title industry.���

And this fact makes it an entirely worthwhile effort for anyone thinking about throwing their hat into the ring.

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April is ���Stress Awareness Month,��� making it the perfect moment to explore how stress affects both individuals and organizations. While stress is a normal process, it can take a toll when left unchecked. 做厙勛圖 HR Director Stacy Stolen discusses the consequences of runaway stress and shares strategies for creating healthier workplaces.

Stress 101

Everyone experiences stress, but have you ever wondered what exactly it is? Stolen says that while stress typically carries negative connotations, on a basic level, it is simply the body���s response to a demand. Any change in a person���s day-to-day life can be stressful.

Here are a few more important things to know about stress:

• Stress affects everyone.
• Not all stress is bad.
• Long-term stress can harm your health.
• There are ways to manage stress.
• If you feel overwhelmed by stress, it���s important to reach out to a health professional.
  

Where does stress often show up?

Stress can be anywhere, but it frequently pops up in workplaces, where it can do sizable harm. ���Workplace stress has adverse effects on workers��� mental health, with an increased risk of anxiety, burnout, depression and substance use disorders,��� Stolen said. ���Stressed workers are more likely to engage in unhealthy behaviors, such as drug abuse or poor dietary patterns.���

The negative consequences of stress affect businesses as well. ���It decreases employee productivity,��� said Stolen. ���Interactions with co-workers may also become strained, causing conflict, complaints and grievances; health concerns; and higher absenteeism.���

Reducing stress begins with awareness

Given how serious stress can be, it must be elevated as a topic of concern for businesses. Employees must also feel comfortable talking about their stress levels and seeking help when stress becomes unmanageable. According to Stolen, recent years have brought increased cultural awareness of the consequences of stress ��� which is a welcome change. ���It has become more acceptable to ���talk��� about stress,��� said Stolen. Yet there is still more work to do. ���Companies are still struggling to manage workplace stress,��� said Stolen, ���and perks like onsite gyms and nap rooms are not the answer to our problem. We must go deeper.���

How can workplaces better address stress?

Addressing the root causes of stress meansdigging into the psyches of stressed-out employees. ���If your employees perceive your workplace as a threat, then you cannot build the trust your team needs to collaborate and innovate effectively,��� Stolen said. ���Employers need to shift from individual-level to organization-level approaches for reducing stress, which can foster employee well-being while simultaneously improving business performance.���

How does 做厙勛圖 reduce stress?

做厙勛圖 has developed a plan to reduce workplace stress. Part of this includes the 做厙勛圖 Employee Engagement Team (EET), which helps employees ���feel engaged, fairly compensated, rewarded, and personally committed to and inspired by their work.���

The underwriter also tries to let all employees know that it is not only acceptable to take time off to rest and recharge ��� but encouraged. Additionally, Stolen is working on a mental health ���challenge,��� where she reaches out to managers to determine if their direct reports have large PTO balances. The intention is to determine whether team members are using the time that they have earned, and if not, to understand why.

做厙勛圖 also runs several internal challenges driven by its EET. These focus on stress reduction, fitness and kindness, and mix in other fun challenges such as. Examples include a baby pics challenge, trivia games; and virtual holiday celebrations.

Stolen notes that many of 做厙勛圖���s initiatives revolve around encouraging laughter throughout the day. Now, humor can���t cure all ailments, but data has proven that a good laugh can have short- and long-term benefits, including:

• Short-term benefits ��� Laughing doesn���t just lighten your mental load, it induces physical changes in your body:
  
  • Laughter enhances your intake of oxygen-rich air, stimulates your heart, lungs and muscles, and increases the endorphins that are released by your brain.
  • A rollicking laugh fires up and then cools down your stress response, and it can increase and then decrease your heart rate and blood pressure. The result? A good, relaxed feeling.
  • Laughter can also stimulate circulation and aid muscle relaxation, both of which can help reduce the physical symptoms of stress.
    
• Long-term benefits ��� Laughter isn���t just a quick pick-me-up, it���s also good for you over the long term:
  
  • Positive thoughts release neuropeptides that help fight stress and potentially more serious illnesses.
  • Laughter may ease pain by causing the body to produce its own natural painkillers.
  • Laughter makes it easier to cope with difficult situations. It also helps you connect with other people.
    

There is no magic bullet against stress, but progress is possible!

���I have no secret sauce or silver bullet,��� Stolen said when asked about how she manages her own stress. ���But what I have learned is that I need to unplug and be able to tell my boss when I am stressed and need help ��� not so I feel weak, but so I can be good to myself.��� This is an effective summation of how we can all better manage stress in our lives and particularly in the workplace. Through a combination of honesty and proactivity, individuals can ensure that they keep their stress levels at a reasonable level. Businesses can also follow this approach during Stress Awareness Month and year-round to create happier, healthier and more sustainable workplaces for all.

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It is created through a language and customs, arts and practices that are shared by a particular work group. Culture is an identity, and it can attract or repel engagement with your organization.

All companies have a culture, whether it is one that develops on its own or is deliberately nurtured. The questions is do you have the culture you want?

Does your culture revolve around how your people respect each other and your customers? Does your culture foster the experience you want your customers to have? Is it time to be more deliberate or even make a bold change?  

In a recent Gallup poll, 53% of workers reported they are ���not engaged.��� From Gallup���s : ���They may be generally satisfied but are not cognitively and emotionally connected to their work and workplace; they will usually show up to work and do the minimum required but will quickly leave their company for a slightly better offer.��� That same poll reported that 34% of workers are ���engaged,��� and it���s the highest number since this Gallup poll was created in 2000. Only about one-third of our workforce feels engaged, and that���s an improvement.

Imagine the change possible if we could reverse these numbers? Gains in productivity, increases in job satisfaction ��� wins for everyone! And that���s just a start.

To improve employee engagement, it may be time to reexamine your company���s culture. Do you know what your people really want and what is important to them? Have you asked them or are you making assumptions?

Each employee brings his or her own unique personality, life experiences, skills, talents, work history and world view. We act, behave and influence others based on who we are ��� and what we have gone through in life.

How people work together can either happen by chance or by deliberate action. Culture allows us to find commonalities among our differences, to align the group���s focus on a single objective to achieve success.

I look forward to exploring company culture with you during the  at 3:30 p.m. on Wednesday, October 23 during the ALTA One conference in Austin, Texas.

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