As a previous quiet quitter, I can identify the signs someone shows when leaving is on their mind. I struggled with a similar path. When I first began, it was exciting, I had a strong sense of purpose, and I took initiative.  In a few years, I became disillusioned and felt underappreciated. I hinted to Management and by the time they acted it was too late. My exit strategy was already in motion.

Employees’ expectation at work has changed. They want more flexibility in managing their work. They have an attitude of staying for only a few years until their next career step. Flexibility has become a priority and traditional methods of retention and loyalty are no longer effective. What may motivate one employee may not for the other. inproma Team has a plan to understand the purpose of employee engagement and loyalty.

What if you understood how each individual likes to be appreciated?

Imagine if you could recreate employee loyalty and engagement where they have a sense of purpose and stay at your company.  How would that look for your talent retention and your company? Inproma Team can help you tailor your plan. Our Team has the experience to get you there. First, we will get the data, assess options based on the data, and create a plan to reach your goals.

At Inproma, we create a strategic plan to tailor employee engagement programs for your company.



I started my company because I know what it’s like not to feel appreciated. I was a chemist working on drugs to prevent heart attacks and strokes. Unlike sales and marketing who got over-the-top attention and gifts, we in the research felt trivialized.  Research creates the asset of the company, and we were neglected. In the beginning, I was motivated. Then management and the culture changed. I began doing things on my own to revive and expand the previous culture within my department, but it was not enough. I became a quiet quitter. My work stopped giving me a sense of purpose, so I started Inproma. And for the past 25 years, I’ve worked to bring recognition and respect to employees, especially trivialized employees.


The National Minority Supplier Development Council (NMSDC) and the Western Regional Supplier Diversity (WRMSDC) a Minority Business Enterprises. The National Minority Supplier Development Council advances business opportunities for certified minority business enterprises and connects them to corporate members.

The Women’s Business Enterprise National Council (WBENC). The largest certifier of women-owned businesses in the U.S. and a leading advocate for women business owners and entrepreneurs.

The Supplier Clearinghouse for The California Public Utilities Commission (CPUC) is a minority woman-owned business. The CPUC regulates services and utilities and assures Californians’ access to safe and reliable utility infrastructure and services. The Supplier Clearinghouse, an entity of CPUC, audits and verifies the eligibility for certification.

Diversity and Inclusion at Inproma:

Like minds think alike. That is why at Inproma, we chose diversity in everything we do, who we work with and who we hire.  We strive to create a workplace that reflects the community around us and the customers we serve.



The most-engaged teams are the most productive. At Inproma, we tailor employee engagement programs just for your company and its goals.

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