EDITOR ’ S QUESTION
LÍVIA BRANDINI , CEO AND FOUNDER , KULTUA
In conversations with technology directors , CIOs and CTOs , it is possible to see that the vast majority of organizations are trying to mitigate the impacts caused by the high turnover of employees seeking increasingly flexible work models or 100 % remote work . To some extent , this symptom is also related to The Great Resignation movement that occurred in Brazil , even on a smaller scale than in the US or China phenomenon .
Globally , The Great Resignation gained strength during the pandemic and reflects a large set of questions about work and the chosen company from dissatisfied employees who are facing : Psychological
In Brazil , it is more restricted to a small group formed by young people , generally with higher levels of education and these people are usually associated with activities that do not require face-to-face work .
insecurity , divergent management views , lack of listening or space for improvement suggestions and rigid processes and policies .
Compared to the effect of this global movement with the Brazilian one , the difference is that , in Brazil , it is more restricted to a small group formed by young people , generally with higher levels of education and these people are usually associated with activities that do not require face-to-face work . In the US , the movement was more evident and more complex .
Therefore , a trend emerged in IT teams to prefer remote work . After all , we have seen examples of large companies releasing their employees and declaring themselves 100 % remote .
As a result , part of the team moved to more distant cities , which means they adapted their lives because of this decision . After that , declaring hybrid work mandatory for 100 % of the team was no longer an option .
Aiming to mitigate the challenges of retaining people , companies have been seeking increasingly creative solutions , from encouraging non-mandatory face-toface ceremonies in smaller headquarters to online events with teams such as games , casual chat and other integration dynamics .
In addition , there has been greater awareness of the strategic role of HR and humanized management , leading companies to have closer and personalized monitoring of employees . In this sense , solutions and platforms capable of collecting data or people analytics in depth stand out , whether for a better understanding of the individual or the relational patterns that influence the company culture .
An example of this is our culture and change management diagnostic platform . We help companies understand their actual critical challenges and adopt more accurate strategies to improve their engagement and retention , leveraging the installed culture and business results .
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