Reportagem
ECO SAPO Magazine interviewed Senior Consultant Susana Pires to find out whether the success of companies depends on the freedom of employees
In a constantly evolving business landscape, we have seen a transformation in the expectations of employees, who are not only concerned with carrying out their duties in companies, but are also demanding a working environment that respects and meets their needs. Increasingly, professionals are not just looking for competitive salaries and tangible benefits, but have also turned their attention to the human side of the organizations they work for.
This paradigm shift reflects employees’ growing awareness of their rights and the importance of working environments that value not only productivity, but also well-being and personal development. In this context, companies face the challenge of rethinking their practices and policies in order to promote an organizational culture that not only meets professional expectations, but also promotes the human side, providing an environment where employees feel respected, listened to and motivated to contribute to collective success.
Crossjoin, a Portuguese consultancy company focused on optimising information systems, was awarded the “Best Work Places Portugal 2023” distinction and is one of the examples of organizations that value the human side of their employees and, because of this, implement various initiatives that, as well as promoting the well-being of the team, bring positive results for the company itself.
In an interview with ECO, Susana Pires, Senior Consultant in the Recruitment, Recognition & Fidelization area, explained why Crossjoin stands out, what the company’s people management strategy is and the programmes it has developed in this regard.
Susana Pires – Senior Consultant in the Recruitment, Recognition & Fidelization area
“Crossjoin is considered an excellent place to work because its culture is focused on people, their well-being and development. It all starts with a distinctive welcome process, which aims to welcome and orientate the new employee. We start with a tour of the Technology Centre, deliver a welcome kit, introduce the new colleagues and Buddy, who is a more experienced colleague in the company and plays a crucial role in their integration,” she began.
After the employee joins Crossjoin, “an Individual Development Plan is created, which makes it possible to clarify the colleague’s objectives, goals for progress and the path to get there“. In addition, a training plan is created, which is not only limited to technical skills, but also to interpersonal skills, entirely funded by the company. In addition to these benefits, Crossjoin offers a health insurance plan that extends to the family, a plan for consultations in different specialities, monthly gym membership, and has a network of partners, such as an online pharmacy, opticians, Meo, Dentists and Restaurants.
With regard to the strategies they put into practice for good people management, Susana Pires highlighted the training at Crossjoin’s CrossMind Academy. “At our CrossMind Academy, employees learn about our culture, practices and methodologies. Crossjoin’s CEO makes a point of being at the Academy every Friday in order to listen to each new employee and share his experience, valuing the practicality of the values, principles, tools and methodologies that make up the teachings of the Academy programme,” she said. In addition to this contact with the CEO at the Academy, there is also a quarterly kick-off, at which all employees are free to ask any questions they like and the Board will answer these questions “in a completely transparent manner”.
The investment made in the training plan offered by the company is, according to Susana Pires, “recognised as an instrument for career growth, as are the evaluation moments, which provide a better understanding and direction in each person’s career progression”.
“We don’t follow a hierarchical pyramid organization model. We are a self-managed company and this makes all employees feel more committed and we are much more agile in managing change,” she added, while emphasising the individual development plan (IDP) they have, aligned with the career plan (CP), “which contains clear criteria and transparent objectives aimed at promotion and the award of different benefits depending on the level, such as electric cars, bonuses and prizes/profit sharing.”
“We also set up performance coaching sessions, where employees are guided by a professional in the field who helps them to unblock challenges, bring clarity and even solutions so that the Crosser can fulfil their role motivated and in balance. Given that we are a self-managed organization, Crossers gain the power and responsibility to manage their own time and work which, together with the company’s values of integrity, sustainability, communication, transparency, diligence and principles, makes them responsible for ensuring and managing their own life balance“, she concluded.
The article is available in Portuguese on the Eco Sapo website.
Recent Comments