Latest news with #Rula
Zawya
13-05-2025
- Business
- Zawya
Egypt: SODIC inks revenue share agreement with Rula for Land Reclamation
Arab Finance: Sixth of October for Development and Investment Co. (SODIC) has signed a revenue share agreement with Rula for Land Reclamation for the development of a 1,000-feddan plot in New Sphinx City, located in West Cairo, as per a disclosure. The project, once completed, is expected to generate over EGP 353 billion in sales. Under the terms of the agreement, Rula for Land Reclamation will receive a 21% share of the project's revenues, while SODIC will retain the remaining 79%. This new agreement significantly expands SODIC's land holdings, doubling the company's undeveloped land bank from 4 million square meters to over 8 million square meters. © 2020-2023 Arab Finance For Information Technology. All Rights Reserved. Provided by SyndiGate Media Inc. (
Zawya
13-05-2025
- Business
- Zawya
SODIC signs revenue-sharing agreement to develop 1,000 feddans in Egypt's New Sphinx City
Egypt - Sixth of October for Development and Investment Company (SODIC) has signed a revenue-sharing agreement with Rula for Land Reclamation to develop a 1,000-feddan land plot in New Sphinx City, located in West Cairo. The strategically situated plot lies at Kilometer 54 in New Sphinx City, just 15 minutes from SODIC West, the company's flagship mixed-use development in the area. The project planned for the site is expected to generate over EGP 353bn in sales. Under the terms of the agreement, Rula will receive a 21% share of the project's revenues, with the remaining 79% allocated to SODIC. Commenting on the deal, Ayman Amer, SODIC's General Manager, stated: 'The 1,000-feddan plot is an exciting addition to SODIC's portfolio in West Cairo, a market where SODIC has always held a strong fort as a distinguished developer of upscale homes. The newly acquired plot has doubled SODIC's undeveloped land bank from 4 million sqm to over 8 million sqm.' The agreement reinforces SODIC's position as a key player in the West Cairo real estate market and underscores the company's strategy to expand its land portfolio in high-growth areas.
Zawya
12-05-2025
- Business
- Zawya
SODIC signs revenue share agreement to develop 1,000 feddans in West Cairo
Cairo, Egypt: Sixth of October for Development and Investment Company "SODIC", has signed a revenue share agreement with Rula for Land Reclamation for the development of a 1,000 feddan land plot in New Sphinx City, West Cairo. The newly acquired plot is strategically located at Km 54 in New Sphinx City, a mere 15 minutes away from SODIC West, the company's flagship mixed-use development in West Cairo. The project intended to be developed on the plot is expected to generate over EGP 353 billion in sales. The signed agreement grants Rula a 21% share of the project's revenues, while the balance represents SODIC's share. The signing ceremony was attended by Eng. Ayman Amer, SODIC's General Manager, Eng. Tony Freiji, Chairman of Rula for Land Reclamation (Friji & Partners), along with senior executives from both companies. Ayman Amer, SODIC's General Manager, commented on the signing: 'Today's signing marks an important milestone for SODIC. The 1,000 feddan plot is an exciting addition to SODIC's portfolio in West Cairo, a market where SODIC has always held a strong fort as a distinguished developer of upscale homes. The newly acquired plot has doubled SODIC's undeveloped land bank from 4 million sqm to over 8 million sqm.
Business Wire
05-05-2025
- Business
- Business Wire
HopSkipDrive Welcomes David Katcher as COO and Tyler Baldwin as CRO
LOS ANGELES--(BUSINESS WIRE)-- HopSkipDrive, a technology company solving complex transportation challenges where there is a heightened need for safety, access, and care, today announced the appointments of David Katcher as Chief Operating Officer and Tyler Baldwin as Chief Revenue Officer. Katcher and Baldwin bring extensive leadership experience across transportation, care, and marketplace companies. Their appointments reflect HopSkipDrive's continued investment in scaling its operations and expanding its national footprint to ensure all students have access to safe, reliable transportation. David Katcher joins HopSkipDrive after serving as COO at Rula, where he led a broad portfolio of go-to-market and operational teams. Under his leadership, Rula expanded from 11 markets to national coverage and launched several new service offerings. He previously held executive roles at Lyft and AvantStay, overseeing global operations and field teams of 600+ employees. 'I'm energized by HopSkipDrive's mission to create mobility for all, and I'm excited to build the systems and services that allow us to scale with quality,' said Katcher. 'Transportation is a gateway to opportunity, and we are here to make sure that access is never out of reach.' Tyler Baldwin joins from CharterUP, where he served as CRO and led the revenue organization through a period of rapid growth, increasing gross bookings from $120M to over $200M. He has also served in executive roles at Reali and LinkedIn, building high-performing teams and launching scalable go-to-market strategies. 'I'm thrilled to help drive the next phase of growth for HopSkipDrive,' said Baldwin. 'This is a company with demonstrated product-market fit, an inspiring mission, and a platform that truly makes a difference in communities. There's a massive opportunity to support more school districts across the country, and we're just getting started.' 'David and Tyler are incredible leaders with a deep commitment to impact, and their expertise will be instrumental as we continue to grow and expand our footprint,' said Joanna McFarland, Co-Founder and CEO of HopSkipDrive. 'Their appointments reinforce our focus on quality, safety, and service at scale as we partner with more districts and solve the complex challenges of student transportation.' HopSkipDrive's announcement follows a string of recent milestones, including new district partnerships, the launch of the new RouteWise AI™ planning platform to help schools optimize their transportation networks, and the announcement of new safety products, features, and initiatives. About HopSkipDrive HopSkipDrive is a technology company that solves complex transportation challenges where there is a heightened need for safety, access, and care. HopSkipDrive is modernizing the $30 billion school transportation industry through two core solutions: a care-centered transportation marketplace and industry-leading routing software, RouteWise AI™. HopSkipDrive's marketplace supplements school buses and existing transportation options by connecting kids to highly vetted caregivers on wheels, such as grandparents, babysitters, and nurses in local communities. RouteWise AI helps schools and districts address critical challenges, including budget cuts, bus driver shortages, and reaching climate goals. HopSkipDrive has supported over 10,000 schools across 17 states, with over 600 school district partners. More than five million rides over 95 million miles have been completed through HopSkipDrive since the company was founded in 2014 by three working mothers.
Yahoo
24-03-2025
- Health
- Yahoo
Burnout is bad for business — and even worse for your team
Burnout is more than feeling a little stressed at work from time to time. The World Health Organization (WHO) takes burnout so seriously that it's included in the International Classification of Diseases. It's defined as chronic workplace stress that hasn't been successfully managed. The WHO estimates that burnout costs U.S. businesses a whopping $1 trillion in lost revenue every year. Not only can burnout affect your employees' well-being and lower morale, but it can also impact your company's financial bottom line. By learning more about burnout and taking proactive measures against burnout, you can protect your employees and your company's future, Rula explains. Burnout is a workplace phenomenon recognized by the World Health Organization. It's characterized by overwhelming stress, detachment and apathy, and decreased productivity. Burnout doesn't only affect employee well-being. It also considerably affects companies' bottom lines. As an employer or manager, you can do your part to prevent burnout by gathering employee feedback and closely examining the policies and practices that are leading them to feel burnt out. The biggest impact of burnout is its effect on your employees' mental and physical health. But burnout can be expensive for organizations too. Research and nationwide surveys show that burnout can lead to decreased productivity, lost revenue, increased tardiness and time away from work, and additional healthcare costs. According to the American Institute of Stress: Nearly half (47%) of employees say the majority of their stress comes from work Employees report losing an average of seven hours of productivity weekly due to financial stress Employers lose $183 billion per year due to decreased employee productivity Stress contributes to 40% of job turnover Additionally, burned-out employees are 2.6 times more likely to be actively searching for another job, affecting companies' ability to retain employees. Constantly hiring and training can be expensive too. It's important to recognize the burnout warning signs and take action when you see it. While burnout can look different across different people, employees might be burned out if they're: Less productive and struggle to complete tasks that once came easily Missing deadlines or showing up late more often than usual Expressing frustration, cynicism, or negativity about work Withdrawing from coworkers, like avoiding team meetings, group projects, or social interactions Overwhelmed by small challenges or more impatient than usual Reporting more frequent physical complaints, like headaches, fatigue, or trouble sleeping Losing interest in projects they used to be passionate about Making more mistakes or having trouble focusing Using more sick days, either because of mental health concerns or stress-related physical illness Not offering new ideas or participating in creative problem solving Showing signs of detachment or apathy There's a misconception that burnout is about individual employees. However, most of the time, the root of the issue is workplace policies, environments, or team dynamics. Some common causes of burnout include: Heavy workloads Long working hours Low pay Unreasonable time pressures and deadlines Lack of control and autonomy Lack of connection and community Toxic work environment Lack of reward and recognition No clear path for advancement Unfair treatment Lack of role clarity Addressing burnout will require more than a team pizza party or yoga classes. Burnout will need to be treated as a systemic issue, addressing the full workplace environment and processes that may be contributing to it. As an employer, here are 10 steps you can take to prevent burnout at your organization: Foster a workplace environment where it's safe to talk about mental and emotional health. Leaders can combat stigma by talking about their own mental health. This can make it more likely that your employees will feel comfortable coming to you for support when they feel burnt out. Get feedback on burnout. It's important to understand the exact reasons contributing to your employees' burnout so you can adequately address them. Provide anonymous avenues for feedback where employees know they can offer honest suggestions. Directly address workplace policies that may be contributing to burnout. Depending on your workplace, this could mean providing more flexible hours, options for child care, mental health benefits, shorter shifts, and more. Provide clear avenues for advancement. Part of burnout is feeling like you can't make a difference or grow in your role. Clarify what employees need to do to advance or receive a promotion. Ensure autonomy. Another aspect of burnout is feeling like you don't have control over how you do your work. That's why it's essential to offer as much employee autonomy as you reasonably can. For example, you might allow employees to complete work on a schedule that makes the most sense for their lifestyle. Recognize employees for their hard work. Not rewarding employees for their efforts can lead to or worsen burnout. So, make sure to recognize employees—whether it's entire teams or individuals—who do exceptional work. Assign people to passion projects. An important part of being a manager is identifying where specific employees thrive. Provide opportunities for employees to participate in special projects that align with their passions or unique skill sets. Connect the job to a greater meaning. When employees are burnt out, they may feel a lack of purpose. Leaders can help them understand the meaning behind what they do, like connecting it to their values or sharing the real-world impact of their work. Look at diversity and inclusion policies. Employees who belong to historically marginalized communities may have rightful claims of unfair treatment and discrimination in the workplace. Take a good look at your policies, both in recruitment and hiring as well as advancement. Is there anything more you could be doing to protect these employees Provide accessible mental health resources and policies. Organizations can prevent burnout through providing mental health days or accessible resources like therapy. This story was produced by Rula and reviewed and distributed by Stacker.
