Home Banking Tattoos, Satisfaction parades, ‘Beer Thirty’: Welcome to Kasasa

Tattoos, Satisfaction parades, ‘Beer Thirty’: Welcome to Kasasa


How a lot do some Kasasa staff love working on the fintech?

Sufficient to get the Austin, Texas, firm’s brand completely tattooed on their physique. The emblem, referred to as The Patch, contains a warrior’s masks surrounded by fireplace, and represents the corporate’s 4 key values: interdependence, five-star management, love and “badassitude.”

Granted, workers who get inked additionally obtain $2,000 for doing so, however the providing — referred to as Pay to Ink — has confirmed in style sufficient that about 40 of the corporate’s 460 staff have gotten the tattoo. Furthermore, Kasasa executives needed to put stipulations in place, together with necessities across the dimension and placement of the tattoo, and the way quickly workers turn out to be eligible for the payout.

“Individuals generally get full sleeves — it’s superb,” mentioned Kirsten Longnecker, vp of communications and B2B content material. “Typically folks get it inside their first yr, which I at all times really feel, ‘Wow, that’s dedication!’”

Kasasa offers development and technological companies for small banks and credit score unions and serves about 900 establishments nationwide.

Kasasa employees participate in the 2018 Austin Pride Parade. The company logo can be seen in the top right corner.

Kasasa staff take part within the 2018 Austin Satisfaction Parade. The corporate brand will be seen within the high proper nook.

Picture courtesy of Kasasa

Admittedly, staff have had fewer alternatives within the final yr to indicate off these tattoos. Kasasa’s workers has been fully distant because the pandemic started and no concrete plans are in place for when a transition again to the workplace will occur. Whereas many organizations have voiced considerations about preserving firm tradition alive in a distant atmosphere, Longnecker mentioned Kasasa already had instruments in place to facilitate that even earlier than the pandemic started.

“We’re big, big Slack customers,” she mentioned.

The corporate rapidly transitioned conferences and awards to digital settings, however Slack channels, which permit one-on-one conversations or group chats, helped bridge the hole. Channels with names like “Plant folks” permit distanced staff to attach primarily based on private pursuits, whereas the “Quaranteaming” channel has helped facilitate communication and training on coronavirus-related subjects reminiscent of vaccines, neighborhood and monetary assist sources, and extra.

Kasasa even created a channel referred to as the “Phalanx Reduction Community” to assist staff battling the winter storm that crippled much of Texas in February.

“Staff had been rescued,” Longnecker mentioned. “Actually one author had been alone with out energy for 5 days, and one of many different staff went over together with his big extended-cab truck, picked him up and took him someplace heat and secure.”

Even non-required occasions, reminiscent of completely satisfied hours, trivia and the weekly “Beer Thirty” on Friday afternoons regularly draw as many as 30% of staff.

Kasasa’s workforce is about 60% male and 40% feminine, and whereas that determine has diverse through the years, the corporate works laborious to make sure alternatives can be found for everybody. That features an evaluation just a few years again to make sure girls had been being employed into administration roles on the similar tempo as males.

Kasasa not too long ago introduced again a former vp to supervise the launch of a range, fairness and inclusion initiative, and it has quite a lot of teams aimed toward guaranteeing numerous staffing teams are snug on the firm and have alternatives to thrive. Amongst them are Ka-POW, the Kasasa Skilled Group of Girls, and “Alphabet Soup,” a bunch for LGBTQ+ staff, which has participated in fundraisers for charity, marched within the Austin Satisfaction Parade and extra.

“What makes us so profitable is that from the very high down, all of our tradition and our values will not be lip service, they’re lived and demonstrated and modeled on the each day,” Longnecker mentioned. “You know the way at some organizations it’s ‘Do as I say, not as I do’? That’s not the case for us. We’re all residing and respiratory this, and our [core values] give everybody the proper to name out a circumstance which may be dangerous or recommend a possibility that will have been missed.”

Every time the corporate reopens its workplaces, services have already been tweaked for post-pandemic life, together with rearranging assembly rooms to permit for applicable distancing, blocking widespread areas and inserting tape on the ground to point one-way site visitors.

Efforts to advertise worker well-being can even proceed. Like many firms, Kasasa offers a reimbursement for health club memberships, however there are some strings connected, together with screenshots to trace attendance, participation and fee.

“If you happen to go no less than 10 occasions per thirty days, we cowl a sure greenback quantity,” Longnecker mentioned. “You must be there for no less than half-hour — you possibly can’t simply go get a smoothie and return out to your automobile. The aim is to make sure staff are attending to their wellbeing in an effort to carry their greatest to work; a whole-person focus.”


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