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serving global infrastructure markets,” said GISI President, CEO and Board Director Rick Newman. “Growing this segment of GISI’s consulting platform has been a strategic priority since our 2016 inception. Hill International’s addition to the GISI family of companies enables us to extend our value proposition to more clients, employees, our shareholders and the communities we serve.” Hill International CEO Raouf Ghali said of the decision to join GISI: “Since our founding in 1976, Hill has grown into an industry-leading program, project, and construction management company. By joining the GISI family of companies, Hill will be well-positioned to continue to take advantage of the opportunities the industry offers while concurrently enhancing the quality of our client

services thanks to GISI’s focus on long- term success.” “As with our prior mergers, GISI will work to preserve the Hill brand and legacy because of the value Raouf Ghali and his team have created over the years,” Newman said. “Although shares of Hill International will no longer be publicly traded when this transaction closes, Hill management and employees will be offered participation in GISI’s distinctive employee-ownership program where legally permissible. We believe that the employee stock ownership program is a key element of GISI’s success; our employees act like owners because they are owners. GISI is a corporate enterprise of shared responsibility and reward.”

ANNOUNCE MERGER Global Infrastructure Solutions Inc. and Hill International, Inc. announced that their boards of directors have approved a definitive agreement to merge the diversified construction management companies, setting the stage for increased competitiveness and accelerated organic growth in global, for-fee infrastructure consulting markets. The all-cash transaction does not include a financing contingency, has the unanimous support from the Hill board of directors, and is expected to close in the fourth quarter of 2022, pending regulatory review. STRATEGIC “Hill International is the largest independent project management and construction management for-fee firm

is one thing for a career map or path to be available, but do your managers have open dialogue with direct reports about these opportunities? In addition to providing career growth, it is crucial to provide training and development opportunities to expand their capabilities. These trainings encourage employees to learn new skills that will serve them as they grow in their career and investing in them through programs like tuition assistance can make a big impact on employee loyalty. While employees can leave for many reasons, according to the SHRM survey, one reason employees leave is inadequate management. Investing in management training for managers and leadership is another way to support your retention strategy while also building soft skills for your employees. Practical ways to build people management skills include: † Providing training to reduce negative interactions. † Performing regular anonymous surveys to all employees to assess management performance. † Providing assimilation practices that promote socialization – this includes a strong onboarding and integration system. Look for opportunities for staff to build relationships and connect with local team members. † Enforcing fair treatment from all supervisors. Now is the time to focus on and invest in your employees. They are your best advocates and brand ambassadors even when they are off the clock. Creating a recruiting culture and focusing on retention are business savvy strategies to help your organization continue to thrive in today’s job market. Amber Milot is the director of mergers and acquisitions for ECS Group of Companies. Prior to her role, she was the director of talent acquisition for ECS for five years. She can be reached at

AMBER MILOT, from page 9

■ Take every opportunity to talk about the importance of recruiting. EMPLOYEE RETENTION. In the past year, employees’ attitudes and approaches to work have changed drastically. They expect more from their employers, so businesses must get creative to attract and retain the best talent. Companies that have a successful retention strategy focus on the following: employees, working for a company with purpose is key to feeling fulfilled in their job. It allows them to see how their own role contributes to the company’s greater goals and feel like they are part of something larger than themselves. This sense of purpose has been shown to boost employee satisfaction and motivation, as well as trust amongst team members which in turn benefits the bottom line of the business. A Society for Human Resource Management survey of more than 9,000 workers in 12 different countries shows that a workplace culture with transparent and clear communication that builds trust is one of the best ways to ward off high turnover. When actions are aligned with the organization’s values, that builds trust while also contributing to purpose- driven work. When employees feel like their work has significance, they are more likely to be productive and committed to their organization. Prioritizing employee engagement should be a key goal for any leader who wants to create a thriving business. Diversity, equity and inclusion initiatives and environmental, social, and governance initiatives can provide purpose and build engagement. These are initiatives that communicate the values of the organization. ■ Building trust and providing purpose. To many ■ Employee development. Developing your employees is essential in providing opportunities for growth. Even more important is communicating those opportunities. It

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