Mind Source was honored as a Great Place to Work 2023. What factors contributed most to receiving this award?

It is with great satisfaction and pride that we receive this distinction, which motivates us to continue improving our workplace happiness policies and practices. The Great Place to Work Institute assesses the best companies to work for based on two criteria: a questionnaire sent to all employees that evaluates various company sizes (representing two-thirds of the final evaluation); a report describing all the company's people management practices, culture, and values ​​(representing one-third of the final evaluation).

What contributes most to receiving this award is the opinion of the employees. Of course, this opinion is influenced by the work environment and all the internal marketing practices carried out. We believe that these are what will contribute to the happiness and motivation of the employees.

What workplace happiness policies have you implemented that allow for a better work-life balance and simultaneously ensure that employees give their best to meet the demands placed upon them?

We offer a continuous and personalized training plan; we recognize the merit and performance of our employees through a transparent and fair evaluation system. We reward top performers and grant other non-monetary rewards such as trips, vouchers, etc.; we have a mentoring program that supports new employees in their integration and development within the company; we have a hybrid and flexible work policy; we provide a pleasant and relaxed work environment; health insurance, deductibles for computer equipment and office supplies for home office work; we provide free tax and legal support for employees and their families; we promote physical and mental health and well-being with free nutrition and psychology consultations, workshops, etc.; we encourage social interaction through recreational and sporting activities; we involve employees in social and environmental projects that reflect our values ​​and our responsibility to the community.

What impact has the implementation of these organizational happiness policies had on the company, in terms of finances and productivity? Was there an increase in both?

At Mind Source, we value organizational happiness because we genuinely care about our employees' satisfaction, but also because we believe it's an essential factor for success and competitiveness in the global job market. We believe these workplace happiness policies have a positive impact on the productivity, quality, and creativity of our employees, who feel more motivated and engaged. We know we're on the right track when we're considered one of the Best Companies to Work For in Portugal and Europe, and when we register a turnover rate lower than the market average, which reveals the commitment and loyalty of our employees to the company.

Do these policies help retain employees, considering the global and competitive job market the country faces today?

We believe these policies help retain talent, with varying degrees of importance for different employees. We know that employees don't all value the same thing, so we try to have policies that meet the diverse needs of our employees. We have employees who value skills development and the investment Mind Source makes in their training and certification. Others value above all the flexibility of being able to work from home knowing that the office is accessible to everyone seeking a collaborative work environment a few days a month. Still others value benefits such as health insurance, bonuses, smartphone allowances, or home office allowances, for example.

The Upreciate platform is a form of employee recognition that can generate rewards. What led you to create this platform, and what direct benefits does it bring to the company, as well as to the employees themselves?

The main reasons that led us to create a platform like Upreciate were our ambition to create an internal culture of recognition; to strengthen the DNA and sense of community; to foster positive feedback (publicly) and constructive feedback (privately); to encourage performance-based rewards based on meritocracy; and to increase motivation levels and talent retention. Since lack of recognition is the main reason for employee turnover, according to Forbes, the Upreciate platform presents itself as a solution for companies that prioritize talent.

This type of open platform, where everyone can see the reactions to each other's work, could foster some competitiveness among the employees themselves? How can the company take advantage of its healthy aspects without turning the purpose into fierce competition between colleagues?

The Upreciate platform has a strong focus on recognition and appreciation. In other words, what is shared on this platform and visible to the entire company is positive feedback, transforming the company culture into one of agile, regular, and spontaneous feedback, with a strong focus on communication between teams. We thus create a culture that values ​​peer recognition and not just management feedback. We know how important teamwork is to the success of projects, and with the Upreciate platform we are able to foster precisely the team spirit and mutual support among colleagues.

By making recognition visible to the entire company, in the smallest daily actions, we establish a standard of what is expected and raise the bar. This generates a very healthy competition, which only promotes teamwork and the pursuit of excellence. Since the platform is tailored to each company, it's possible to customize it with the company's values, thus ensuring that these values ​​are being applied within the organization.

How has this platform been received by its users? What feedback exists and what impact is it having on other organizations?

The platform has been very well received by users, with high adoption rates, and is transforming the way employees are recognized. In the back office, HR and Internal Marketing managers can track participation rates and the volume of "Thumbs Ups" (thank yous) exchanged between colleagues, among many other analytics. A key feature, which has become even more important in the context of hybrid work experienced in most companies, is the organization-wide happiness score dashboard.

Through this dashboard, the organization can analyze the degree of satisfaction over different time periods, identifying patterns by department and function and correlating positive events or organizational changes to peaks of satisfaction/dissatisfaction. With this information at hand, organizations can act quickly and assertively in a given department to mitigate situations of dissatisfaction. The impact is that recognition is fostered, as are the levels of satisfaction of employees who feel their work is recognized and valued.

Published on Valor Magazine