Enzinc’s CEO, Michael Burz, places a significant amount of importance on building a strong company infrastructure with the ability to scale. That’s why, when deciding on a digital platform to start conducting performance reviews, Lattice was the best choice. We are rolling out the different modules in four different phases that make the most sense for our business.


Phase 1 – Performance Management – Employee self-reviews paired with manager reviews

Phase 2 – Company and Individual Goals, Feedback, and Team Member Recognition

Phase 3 – Succession Planning – Individual Career Plans for every team member

Phase 4 – Engagement – Employee Surveys

We are looking forward to providing a robust employee experience and career development program that stands out as one of Enzinc’s most compelling perks and benefits.

Enzinc takes communication to a whole new level

In early September, Enzinc team members gathered at its Richmond Field location for an engaging team-building session facilitated by its Chief People Officer, Jenna Lynch. Before the gathering, each person took a short, online DISC assessment. DISC assessments are behavioral self-assessment tools based on psychologist William Moulton Marston’s DISC emotional and behavioral theory, first published in 1928. DiSC is a personal assessment tool used by more than one million people every year to help improve teamwork, communication, and productivity in the workplace. It provides a common language people can use to better understand themselves and those they interact with—and then use this knowledge to reduce conflict and improve working relationships.

DISC is an acronym that stands for the four main personality profiles described in the DISC model: (D)ominance, (I)nfluence, (S)teadiness and (C)onscientiousness but to help the Enzinc team retain the material, Lynch used the “Inflight Learning” version of DISC which associates each style with a bird that exhibits relevant behaviors. A person has all four styles; however, they tend to use one to three as their primary style.

People with D personalities tend to be confident and place an emphasis on accomplishing bottom-line results. (Also known as the Eagle)

People with I personalities tend to be more open and place an emphasis on relationships and influencing or persuading others. (Also known as the Parrot)

People with S personalities tend to be dependable and place the emphasis on cooperation and sincerity. (Also known as the Dove)

People with C personalities tend to place emphasis on quality, accuracy, expertise, and competency. (Also known as the Owl)

The most important take-away from the training was to not only understand one’s own style but more importantly how to recognize and utilize all styles in order to foster seamless communication with others.

Enzinc plans on training new team members in the principles of DISC and expanding it through various future trainings for such things asan additional team building, personal development, leadership and management training, conflict management, business development and client services, and ongoing company culture development.