It's not magic, and internal communication doesn't do it alone. Companies must work on implementing effective practices to strengthen employee commitment: living an open-door policy where communication with supervisors, peers and subordinates is encouraged; developing compensation schemes based on objectives that are clear to all employees at all levels; living recognition programs and policies, this is fundamental.
Another point is to promote work-life balance programs; to live a commitment to the career development of employees, giving people a sense of autonomy and independence in managing their careers; among many others. If this basis exists, it is communication that gives it life, that involves people.
Employees need to know what is expected of them, what tools they have to meet their goals, and to feel listened to. Leadership is responsible for continuing the programs, strengthening the philosophy, and being an example. Only in this way will we stop being office workers trapped in the cycle of waiting for the paycheck, waiting for 6:00 pm to run out, waiting for the boss to add zeros to the longed-for raise; and we will begin to be happier, today.
Stress causes losses of between 5 and 40 billion dollars a year. If the numbers are overwhelming and obvious, why is it that people don't try to build happier companies?
Issues such as burnout syndrome vs. productivity are a red flag that latvia phone number will get out of hand if not addressed very soon. Let's look beyond the graphs, strategies and dividends to see the most valuable asset: people.
As an agency, we are committed to all of this; step by step, one company at a time, we want to inspire happiness at work and in all kinds of ways.
What is expected of us, of people? From our perspective, we are expected to be able to build our fullness, putting passion into what we do every day, willing to impact the world with small details. It is the grains of sand that build better companies, better societies, and a better world today and tomorrow.