Future of work: is your business on the right track?

Digital transformation and the latest events in our society have changed everything around us. And the future of work has also undergone many changes: from the remote model to a more careful look at mental health. But is your organization ready?

This is a common question and, therefore, we created this content to help you reflect on the current scenario and be able to make a comparison with other managers who care about the subject.

Take the test and find out.

1

ORGANIZATIONAL STRUCTURE

The leadership format has changed a lot in recent years, how does your company see this topic?

This is not a relevant issue within our organization.

We use techniques that help to improve the management relationship in the company.

We are always looking for new concepts, such as traditional, transversal and horizontal leadership.

It's a topic we have on our radar, but we haven't done anything to improve it yet.

2

ORGANIZATIONAL STRUCTURE

Is employee well-being a frequently discussed topic within your organization?

Yes, it is a priority within our company, with actions focused on the well-being of professionals.

Our company routinely uses techniques and strategies to assess employee well-being.

We don't have a specific work in this area, but it is a subject of our interest.

The priority of our business is financial results, we are still far from that subject.

BACK

3

ORGANIZATIONAL STRUCTURE

Does the company have a well-defined work structure, with each professional knowing their responsibilities?

Yes, we have specific actions that help all employees understand their responsibilities and roles.

We have not taken any action in this regard, only the direct leaders should take care of this matter.

This subject is on our radar, but we haven't done anything yet that helps to improve the organizational structure.

Some isolated actions have already been developed, but this theme still needs to be improved.

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4

ORGANIZATIONAL STRUCTURE

Layoffs due to toxic leaders have grown in the market, what is the scenario in your company?

This has never been a problem, but we haven't applied any specific strategies yet.

We use specific techniques to reduce toxic leadership issues in the company.

We don't have any work mapped in this direction within the organization.

Some areas develop specific actions, but it is necessary to take it to another level.

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5

CORPORATE BENEFITS

What is the corporate benefits strategy that your company offers in relation to the well-being of professionals?

Our company offers a complete package of corporate benefits focused on quality of life.

We have flexible corporate benefits where employees themselves decide how to use them.

We do not carry out any type of action in this regard, we only focus on financial payments.

We have already identified this need and we are in the process of reformulating these programs.

BACK

6

CORPORATE BENEFITS

Have the new work formats also changed the offer of corporate benefits?

Our working model has not changed and therefore we will not change corporate benefits.

We created specific actions to adapt the corporate benefits to the new working model.

Some departments have developed actions that help to improve and adapt the benefits to work models.

We do not create actions, but it is a topic that has already been addressed in leadership meetings.

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7

CORPORATE BENEFITS

What was the impact of the pandemic on your company's corporate benefits policy?

We created one-off actions at first, and since then we haven't changed anything else.

More organized work is lacking, but we constantly conduct satisfaction surveys on the subject.

We are always looking for new corporate benefits that fit the needs created by the pandemic.

We do not identify this issue as a relevant topic for our employees.

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8

CORPORATE BENEFITS

Are professionals free to define their corporate benefits?

Any professional can define which corporate benefits they want to have access to.

No professional has this freedom, we offer a closed and restricted package.

We create actions from time to time to deal with this issue.

We don't have the structure necessary to offer customized solutions yet.

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9

REMOTE WORK

Has remote work brought about changes within your organization?

Yes, remote work has completely changed the way our organization works.

At first, yes, but then it became something punctual and is not part of our reality.

Remote work has never been a priority within our organization.

This is a priority issue within our company that we always want to improve.

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10

REMOTE WORK

What is the level of productivity in the company with remote work?

Productivity has dropped significantly while working remotely.

We don't have records to effectively measure the quality and productivity of remote work.

Each leader has their own management methodology to ensure productivity in this work model.

We have structured and specific tools to measure productivity in remote work.

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11

REMOTE WORK

Is remote work an existing policy in your framework?

Each department is free to define its method of operation.

The company as a whole promotes and encourages the practice of remote work.

Some employees requested this policy and we are analyzing it.

We don't have the necessary structure to offer this method of work.

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12

REMOTE WORK

Is the employee satisfaction level higher with remote work?

It is not a subject that we usually evaluate internally in our company.

We have already identified this need and created specific plans to encourage the practice.

Surveys conducted show a higher level of satisfaction with remote work.

It is not a priority, but it is a topic of constant debate among the leaders.

BACK

13

MENTAL HEALTH

Is your organization's work environment conducive to better mental health?

Yes, all leaders understand the importance and put actions into practice on the topic.

We have not developed any type of specific action on mental health.

We are always looking for feedback on the subject to improve.

It's a topic we have on our radar, but we haven't done anything yet to improve it.

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14

MENTAL HEALTH

Do employees have the freedom to talk about mental health in the company?

We've done research on the subject, but we haven't done anything with the results.

This is not a relevant issue to our organization.

We always seek to develop actions that show the opinion of our employees.

All our actions are aimed at listening to what employees think about mental health.

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15

MENTAL HEALTH

Are mental health and well-being a priority among leaderships?

This is not a relevant issue within our organization.

Some leaderships see this issue as critical for the company.

The entire company has specific policies for dealing with mental health and wellness issues.

We encourage employees to talk about the topic, but we do not have specific actions.

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16

MENTAL HEALTH

How does your company deal with issues such as Burnout in the workplace?

This issue is a priority and we offer specific follow-up for the topic.

We created some specific actions on how to deal with Burnout in the workplace.

We've already identified a problem on the subject, but we haven't created specific strategies.

We never developed any kind of action focused on solutions to the problem of Burnout.

BACK

RESULTS