Why We Put “Respect” at the Center of How We Operate

Respect Is A Daily Practice and an Operational Essential

In January, Gallup reported that respect at work hit a record low in the U.S. It’s not new news, but it’s still urgent.

August is when many teams pause to review the year. We do, too. We look at revenue, margins, safety, on-time delivery. We also look at people performance. Are our associates set up to do their best work? Do they feel respected every day, not only on recognition days?

Our mission is simple and demanding: make a meaningful difference in the lives of our associates.

That promise asks for proof in daily behavior. We do not get everything right. We keep at it because respect is not a slogan. It is the system that lets teams think clearly, act safely, and solve hard problems together. It is also good business. Respect drives retention, quality, and customer trust. Strong companies lift the communities around them.

At Zynik, we put our mission into practice through our Pillars of Practice.

And each pillar shows up in decisive action, not posters.

Share prosperity.
Fair wages, bonus programs, and profit-sharing that recognizes the people who create value.

Champion lifelong learning.
Training, mentorship, and an annual learning seminar that help associates grow skills and confidence over a career.

Empower through education.
A Founder Scholarship that supports the children and grandchildren of associates in trades and undergraduate programs.

Honor long service.
Lifetime Dedication Awards and everyday respect for people who choose to build their careers with us.

Serve our communities.
Support for local causes where we live and work. Strong businesses and strong neighborhoods reinforce each other.

Advance steady innovation.
An innovation group that removes friction from work, improves processes, and enables better service to customers.

These are not side projects. They are the way we try to lead. They take energy. They pay off in engagement and performance. Most of all, they say to each associate, “You matter here.”

A midyear check-in also invites a broader challenge to leaders everywhere.

If respect is slipping across the country, what are we doing about it inside our own walls? A few questions we ask ourselves:

• Are we measuring whether people feel respected, not only whether they feel “satisfied”?
• Do managers keep a steady rhythm with their teams each week?
• Do we fix basics fast, like payroll accuracy, safety issues, and scheduling?
• Do meetings start on time, name a decision owner, and end with clear next steps in writing?
• Do associates hear specific recognition for real work, not generic praise?
• Do we close feedback loops and share what changed because people spoke up?

None of this is flashy. It is daily work. It is worth it. Respect is not soft. It is operational. When people feel respected, they speak up about risk, solve customer issues faster, and stay to build the next chapter.

To our associates across the Zynik companies: thank you for the effort you put in every day.

If we fall short, tell us. Your experience matters, and your voice guides our improvements.

To leaders reading this midyear note: measure respect. Listen with intent. Act on what you learn. Then report back. Repeat. Results will follow.

We will continue to invest in people and the places they live. Not out of charity. Because it is good sense for the long term. Healthy teams build healthy companies. Healthy companies strengthen communities. That is the kind of impact worth working toward every day.