Nicole Wilkinson, the newly appointed chair of the National Association for Environment, Health & Safety, and Sustainability Management (NAEM), emphasizes that business competitiveness and the planet’s declining condition have heightened the importance of sustainability and corporate social responsibility. She observes that EHS&S professionals are increasingly reporting progress to their companies’ Boards of Directors, often serving on these boards themselves, thereby guiding and leading corporate strategies.

Wilkinson identifies several emerging opportunities within the evolving EHS&S profession:

1. Advancing Total Worker Health and Wellness: Beyond ensuring physical safety, EHS&S professionals are now promoting overall health and wellness. This includes implementing programs such as mindfulness, fitness, and stretching exercises, collaborating with HR to foster a safety-first culture, and adapting leadership approaches to remote or hybrid work environments.
2. Addressing Workplace Violence and Supporting Corporate Security: In response to increased risks of workplace violence and social unrest, EHS&S programs are evolving to include code of conduct policies and de-escalation training, aligning with emerging state-level regulations to maintain a safe work environment.
3. Implementing Advanced Software Management Solutions: EHS&S professionals are leveraging cutting-edge software and technology applications to enhance operational excellence and promote a strong EHS culture. These tools are crucial for meeting both internal and external reporting requirements and demands.

These developments signify a shift in the EHS&S field towards a more integrated and proactive approach, positioning professionals as key contributors to their organizations’ sustainability and overall success.

Contact PJR at pjr@pjr.com to learn more about how our certification services can help you establish and maintain the highest standards of quality and compliance.

Building a Strong Quality Culture in Healthcare for Tech Entrants

As technology continues to transform the healthcare industry, an increasing number of tech companies are entering the market with innovative digital health solutions. However, one key factor often determines long-term success: a strong quality culture in healthcare. Transitioning into this highly regulated environment requires more than technical expertise—it demands a deep commitment to patient safety, compliance, and continuous improvement.

Why Quality Culture in Healthcare Matters

A robust quality culture in healthcare ensures that every employee understands and supports the organization’s dedication to safety, efficacy, and regulatory compliance. This cultural mindset helps tech entrants navigate complex frameworks such as those enforced by the FDA and other governing bodies. When quality becomes part of the company’s DNA—from leadership to engineering—organizations can maintain trust, avoid costly missteps, and deliver safer, more reliable products.

Driving Innovation Through a Culture of Quality

Beyond compliance, cultivating a quality-driven culture fuels innovation and proactive problem-solving. Teams that embrace continuous improvement are quicker to identify risks, address challenges, and refine their processes. This approach minimizes the chance of recalls or non-conformities while strengthening a company’s brand reputation and operational efficiency.

Implementing a Quality-Focused Framework

For tech companies entering the healthcare sector, success depends on integrating comprehensive quality management systems (QMS) such as ISO 13485 certification. These frameworks demonstrate an organization’s dedication to maintaining consistent quality standards across design, development, and production. Leadership engagement, employee training, and transparent communication are essential to making quality culture a sustainable part of daily operations.

Partnering With Experts to Strengthen Quality Culture

At Perry Johnson Registrars (PJR), we specialize in helping organizations develop, implement, and certify effective quality systems that meet international standards. Whether your company is new to healthcare or expanding its medical device portfolio, our certification experts can guide you in building a resilient quality culture in healthcare that supports compliance and long-term success.

Ready to enhance your organization’s quality strategy? Contact PJR atpjr@pjr.com or visitour Medical Device Certification page to learn more about how we can help your team establish and maintain a world-class quality culture.

Lean manufacturing has been a staple of operational excellence for decades, helping companies reduce waste, optimize efficiency, and enhance overall productivity. Yet, despite its proven benefits, some managers still struggle to implement Lean effectively. Here are some common pitfalls and how organizations can overcome them:

1. Misunderstanding Lean’s Purpose
Lean is often mistaken as a cost-cutting tool rather than a comprehensive system for continuous improvement. When leaders focus solely on reducing headcount instead of streamlining processes, they undermine the long-term benefits of Lean. Companies should emphasize that Lean is about improving value delivery, not just cutting costs.

2. Failure to Engage Employees
Successful Lean initiatives rely on frontline workers who are deeply involved in day-to-day operations. However, managers who impose top-down directives without empowering employees to contribute ideas will struggle to gain buy-in. Creating a culture where employees are encouraged to identify inefficiencies and propose solutions is essential.

3. Lack of Leadership Commitment
For Lean to take root, leadership must do more than just endorse it—they must actively participate in the process. Without clear commitment from management, Lean efforts risk becoming superficial, with little long-term impact. Leaders should lead by example, demonstrating a commitment to continuous improvement.

4. Overlooking the Cultural Shift
Lean is not just a methodology—it’s a mindset. Organizations that treat Lean as a one-time project rather than a cultural transformation often struggle to sustain progress. Establishing Lean as a core company value requires consistent training, communication, and reinforcement.

5. Measuring the Wrong Metrics
Many managers focus on output metrics rather than process improvements. While bottom-line results are important, Lean success is better measured through cycle time reductions, defect rates, and customer satisfaction improvements. A shift towards process-oriented KPIs can lead to more meaningful results.

Organizations looking to overcome these challenges should invest in training, foster a culture of employee involvement, and ensure leadership remains actively engaged in Lean principles. Sustainable success comes from viewing Lean as an ongoing journey rather than a quick-fix solution. For organizations seeking guidance on implementing Lean and other continuous improvement strategies, Perry Johnson Registrars (PJR) offers expert auditing and certification services. Contact a project manager at pjr@pjr.com to learn more.

Accountability is a critical component of any successful organization. Without it, teams struggle to meet goals, communication breaks down, and overall efficiency suffers. A strong culture of accountability ensures that employees take responsibility for their actions, work collaboratively, and continuously strive for improvement. Accountability starts with leadership and requires clear expectations, trust, and follow-through.

One key factor in fostering accountability is setting clear expectations. Employees need to understand their roles, responsibilities, and the standards they are expected to uphold. Leaders should communicate these expectations effectively and provide the necessary resources for employees to succeed. Additionally, regular feedback and performance evaluations help reinforce accountability by recognizing achievements and addressing areas for improvement.

Trust is another essential element. Employees are more likely to take ownership of their work when they feel supported by leadership. Creating an environment where employees can admit mistakes, seek guidance, and learn from their experiences encourages accountability without fear of punishment. Leaders who model accountability themselves—by admitting when they are wrong and following through on commitments—set a strong example for their teams.

Organizations that prioritize accountability often see improvements in productivity, employee engagement, and overall quality. Certification to standards like ISO 9001 can further reinforce accountability by establishing structured processes, performance metrics, and continuous improvement initiatives. These frameworks help businesses maintain high standards while fostering a culture where accountability is an everyday practice.

If you are looking to strengthen accountability within your organization and achieve certification to internationally recognized standards, contact a PJR project manager today at pjr@pjr.com.

As we progress through 2025, organizations are encountering significant challenges that impact employee engagement and overall performance. Recent findings highlight a concerning trend termed “the Great Detachment,” where employees feel increasingly disconnected from their organization’s mission and undervalued in their roles. This detachment has led to a notable decline in employee engagement, reaching an 11-year low in 2024. Despite a stable job market, many employees are actively seeking new opportunities, indicating a pressing need for leaders to re-engage their workforce.

Employee well-being has also reached a record low, with only 50% of U.S. employees reporting that they are thriving in their overall lives. This decline in well-being correlates with increased absenteeism due to health issues and a higher propensity for employees to seek alternative employment. To counteract this trend, leaders must prioritize fostering a culture that genuinely supports employee well-being, going beyond traditional efforts to ensure sustainable performance.

Additionally, there is a significant disparity between managers’ perceptions of their leadership and employees’ experiences. While 50% of managers believe they provide weekly feedback, only 20% of employees concur. Similarly, gaps exist in recognition for good work. Bridging these gaps requires managers to establish consistent coaching practices that offer meaningful feedback and acknowledge quality work, thereby enhancing employee satisfaction and commitment.

In light of these challenges, organizations should consider implementing structured management systems, such as ISO 9001, to improve internal processes and communication. These frameworks can help align organizational objectives with employee expectations, fostering a more engaged and productive workforce.

For more information on how certification can benefit your organization, please contact our project managers at pjr@pjr.com.