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Vic Clesceri

๐ŸŽ™๐— ๐—ผ๐˜๐—ถ๐˜ƒ๐—ฎ๐˜๐—ถ๐—ผ๐—ป๐—ฎ๐—น ๐— ๐—ผ๐—ป๐—ฑ๐—ฎ๐˜†๐˜€: ๐—œ๐—ป๐˜€๐—ถ๐—ด๐—ต๐˜๐˜€ ๐—ณ๐—ฟ๐—ผ๐—บ ๐—ฉ๐—ถ๐—ฐ & ๐—”๐—น๐—ถ ๐ŸŽ™

Updated: Jul 8

๐ฟ๐‘’๐‘Ž๐‘Ÿ๐‘›๐‘–๐‘›๐‘”๐‘  ๐‘“๐‘Ÿ๐‘œ๐‘š ๐‘œ๐‘ข๐‘Ÿ ๐‘“๐‘–๐‘Ÿ๐‘ ๐‘ก ๐‘€๐‘œ๐‘ก๐‘–๐‘ฃ๐‘Ž๐‘ก๐‘–๐‘œ๐‘›๐‘Ž๐‘™ ๐‘€๐‘œ๐‘›๐‘‘๐‘Ž๐‘ฆ ๐‘ โ„Ž๐‘œ๐‘ค ๐‘œ๐‘› ๐‘ƒ๐‘’๐‘Ÿ๐‘ ๐‘œ๐‘›๐‘Ž๐‘™ ๐ธ๐‘›๐‘’๐‘Ÿ๐‘”๐‘ฆ ๐‘€๐‘Ž๐‘›๐‘Ž๐‘”๐‘’๐‘š๐‘’๐‘›๐‘ก


To support us all in living and working better several paradigms need to shift. These changes are crucial for creating environments that are not only productive but also conducive to the overall well-being of employees.


๐—ช๐—ผ๐—ฟ๐—ธ-๐—Ÿ๐—ถ๐—ณ๐—ฒ ๐—œ๐—ป๐˜๐—ฒ๐—ด๐—ฟ๐—ฎ๐˜๐—ถ๐—ผ๐—ป ๐—ข๐˜ƒ๐—ฒ๐—ฟ ๐—ช๐—ผ๐—ฟ๐—ธ-๐—Ÿ๐—ถ๐—ณ๐—ฒ ๐—•๐—ฎ๐—น๐—ฎ๐—ป๐—ฐ๐—ฒ

๐Ÿ‘ŽOld Paradigm: Work-life balance implies a clear separation between work and personal life.

๐Ÿ‘New Paradigm: Work-life integration blends work and personal life, promoting flexible arrangements that allow employees to manage their time according to personal and professional needs.


๐—ข๐˜‚๐˜๐—ฝ๐˜‚๐˜ ๐—ข๐˜ƒ๐—ฒ๐—ฟ ๐—›๐—ผ๐˜‚๐—ฟ๐˜€

๐Ÿ‘ŽOld Paradigm: Productivity is measured by the number of hours worked.

๐Ÿ‘New Paradigm: Outcome-based performance focuses on results and achievements, encouraging efficiency and innovation without the pressure of long hours.


๐—˜๐—บ๐—ฝ๐—น๐—ผ๐˜†๐—ฒ๐—ฒ ๐—ช๐—ฒ๐—น๐—น-๐—ฏ๐—ฒ๐—ถ๐—ป๐—ด ๐—ฎ๐˜€ ๐—ฎ ๐—–๐—ผ๐—ฟ๐—ฒ ๐—•๐˜‚๐˜€๐—ถ๐—ป๐—ฒ๐˜€๐˜€ ๐—ฆ๐˜๐—ฟ๐—ฎ๐˜๐—ฒ๐—ด๐˜†

๐Ÿ‘ŽOld Paradigm: Employee well-being is secondary to business objectives.

๐Ÿ‘New Paradigm: Integrated well-being strategies place employee health and happiness at the center of business success, recognizing their impact on productivity and engagement.


๐——๐—ถ๐˜ƒ๐—ฒ๐—ฟ๐˜€๐—ฒ ๐—ฎ๐—ป๐—ฑ ๐—œ๐—ป๐—ฐ๐—น๐˜‚๐˜€๐—ถ๐˜ƒ๐—ฒ ๐—ช๐—ผ๐—ฟ๐—ธ ๐—˜๐—ป๐˜ƒ๐—ถ๐—ฟ๐—ผ๐—ป๐—บ๐—ฒ๐—ป๐˜๐˜€

๐Ÿ‘ŽOld Paradigm: Diversity and inclusion initiatives are seen as compliance measures.

๐Ÿ‘New Paradigm: Authentic diversity and inclusion create a culture where diverse perspectives are valued, promoting equal opportunities and belonging.


๐—–๐—ผ๐—ป๐˜๐—ถ๐—ป๐˜‚๐—ผ๐˜‚๐˜€ ๐—Ÿ๐—ฒ๐—ฎ๐—ฟ๐—ป๐—ถ๐—ป๐—ด ๐—ฎ๐—ป๐—ฑ ๐—”๐—ฑ๐—ฎ๐—ฝ๐˜๐—ฎ๐—ฏ๐—ถ๐—น๐—ถ๐˜๐˜†

๐Ÿ‘ŽOld Paradigm: Training is periodic and reactive.

๐Ÿ‘New Paradigm: Continuous learning and adaptability emphasize lifelong learning and proactive skill development to stay current with industry trends.


๐—™๐—น๐—ฒ๐˜…๐—ถ๐—ฏ๐—น๐—ฒ ๐—ฎ๐—ป๐—ฑ ๐—”๐—ฑ๐—ฎ๐—ฝ๐˜๐—ถ๐˜ƒ๐—ฒ ๐—ข๐—ฟ๐—ด๐—ฎ๐—ป๐—ถ๐˜‡๐—ฎ๐˜๐—ถ๐—ผ๐—ป๐—ฎ๐—น ๐—ฆ๐˜๐—ฟ๐˜‚๐—ฐ๐˜๐˜‚๐—ฟ๐—ฒ๐˜€

๐Ÿ‘ŽOld Paradigm: Rigid structures with defined roles.

๐Ÿ‘New Paradigm: Flexible and adaptive structures support cross-functional teams and dynamic roles, enhancing responsiveness and collaboration.


๐—ฃ๐—ฟ๐—ผ๐—ฎ๐—ฐ๐˜๐—ถ๐˜ƒ๐—ฒ ๐— ๐—ฒ๐—ป๐˜๐—ฎ๐—น ๐—›๐—ฒ๐—ฎ๐—น๐˜๐—ต ๐—ฆ๐˜‚๐—ฝ๐—ฝ๐—ผ๐—ฟ๐˜

๐Ÿ‘ŽOld Paradigm: Mental health issues are addressed only when severe.

๐Ÿ‘New Paradigm: Proactive mental health support creates a culture of openness, providing resources and training to manage stress and emotional well-being.


Shifting these paradigms involves embracing more holistic, flexible, and inclusive approaches. By prioritizing employee well-being thoughtfully, organizations can create environments where employees thrive, driving sustained productivity and innovation.


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