Το μασάζ εδώ και χιλιετίες βελτιώνει τόσο τη σωματική όσο και την ψυχική υγεία. Είναι άρρηκτα συνδεδεμένο με την ευεξία μας.
Για την ομάδα σας
Το εταιρικό μασάζ μπορεί να ενισχύσει την αποδοτικότητα της ομάδας σας και παράλληλα την αίσθηση του ανήκειν.
640 Εργαζόμενοι / 11 Σημεία 4 Ημέρες / Αθήνα-Λάρισα- Θεσσαλονίκη
‘’Προσέφεραν 12’ λεπτές αναζωογονητικές συνεδρίες στεγνού μασάζ χωρίς λάδι, σε κάθε έναν από εμάς, στις αίθουσες συνεδριάσεων που τους παρείχαμε. Σε συνδυασμό με τα τονωτικά ροφήματα και ειδικά διατροφικά μείγματα που μας προσέφεραν στο τέλος, άφησαν τον κάθε δέκτη απόλυτα ευχαριστημένο, αναζωογονημένο και σε πραγματικά καλή διάθεση.’’
‘’Η μεθοδολογία υλοποίησης είχε εκπληκτική ροή, προέβλεπε κάθε πιθανή λεπτομέρεια ενώ ταυτόχρονα ήταν αρκετά ευέλικτη για να απορροφήσει και τις δικές μας ιδιαιτερότητες και κανόνες. Ήταν συνεπείς, οργανωμένοι και χειριστικαν με επαγγελματισμό το project που τους αναθέσαμε. Τα επίπεδα υγιεινής ήταν υψηλά και η συνολική οργάνωση δέσμευσε μκρό απο τον δικό μας χρόνο.’
OTE – Cosmote Group
1200 Εργαζόμενοι / 6 Σημεία 4 Ημέρες / Αθήνα
‘’Ανταποκρίθηκαν σε κάθε αίτημά μας με μεγάλη προθυμία και ευελιξία στο εντατικό πρόγραμμα έδειξαν απόλυτη προσαρμοστικότητα στα διαφορετικά κοινά και νοοτροπίες, και χάρη στα communication skills που διαθέτουν κέρδισαν όλους τους εργαζόμενους.’’
‘’Στα λίγα λεπτά που διαρκεί το διάλειμμα των εργαζόμενων στα Call Centers ο Mark και ο Γιάννης εργαζόντουσαν τόσο εντατικά αλλά και ποιοτικά με αποτέλεσμα να χαρίζουν πραγματικά πολύτιμες στιγμές ευεξίας στους εργαζόμενούς μας, γεγονός που καταγράφηκε στη φόρμα αξιολόγησης που συμπλήρωσαν.’’
‘’Πιστεύουμε ότι θα μας δοθεί η ευκαιρία για νέα συνεργασία – ειδικότερα στο πλαίσιο των προγραμμάτων Εσωτερικής Επικοινωνίας – για τους εργαζόμενους του Ομίλου ΟΤΕ, καθώς έχει ήδη διατυπωθεί το αίτημα για επανάληψη του προγράμματος ευεξίας με τους συνεργάτες μας Mark και Γιάννη.’’
Έχουμε μια σειρά γευστικών και ευεργετικών προτάσεων που θα συνοδεύσουν και θα ολοκληρώσουν την εμπειρία των ανθρώπων σας. Εστιάζουμε αποκλειστικά σε υπέρ – τροφές και αντιοξειδωτικά μείγματα που βελτιώνουν την διάθεση και αυξάνουν τα επίπεδα ενέργειας.
Σκοπός μας είναι να ενημερωθείτε για μεθόδους που προάγουν τη σωματική και ψυχική ευεξία καθώς και για νέους τρόπους διατροφής. Αν επηρεάσουμε τις διατροφικές σας συνήθειες προς το καλύτερο, θα αλλάξουμε ταυτόχρονα και την καθημερινότητα σας. Επηρεάζοντας την καθημερινότητα σας βελτιώνουμε τα αποθέματα σωματικής ενέργειας, την ψυχική σας δύναμη και κατά συνέπεια την παραγωγικότητα σας.
5 Powerful Stress Relievers You Can Do At Your Desk (by Forbes.com)
Stress can take a serious toll on your mental and physical health if you’re not proactively taking steps to combat its harmful effects. And while practices like yoga and exercise are good long-term strategies for stress reduction, there are times where you need immediate relief from distress. Workplace stress relievers are helpful for difficult days, and exercises you can perform at your desk can be a lifesaver. High stress levels and spikes in anxiety impair concentration and creativity. Relaxing for a few minutes before you make that sales call, or calming yourself down before you give an important presentation, could be key to peak performance. Here are five quick stress relievers you can do at your desk: 1. Progressive Muscle Relaxation Stress can cause you to tense certain muscles in your body. Over time, you may become so accustomed to that tension that you stop noticing that your muscles are tight. Sore muscles – especially in the neck and shoulders – can stem from chronic tension. Progressive muscle relaxation lets go of that tension. Focus on slowly tensing and then relaxing your muscles, one group at a time. Start with your toes and work your way up to your neck. With practice, you’ll increase your awareness of when you’re tensing your muscles and you’ll learn to let go of that tension. 2. Visualization When you can’t physically go to your ‘happy place,’ a quick mental vacation can do wonders for your stress. Visualize one of the most relaxing scenes you can imagine – a beach, the top of a mountain, your favorite chair in the living room, or any other place you’d love to be. Close your eyes and spend a few minutes imagining you are there. Engage as many senses as you can by thinking about what you’d see, hear, smell, touch, and taste if you were really enjoying that relaxing scene. A quick mental vacation can relax your mind and body. 3. Deep Breathing / Please ask WorkWell for our ‘Mindfulness Techniques’ program You likely don’t pay much attention to your breath. After all, you do it all day long and it’s completely automatic. But, becoming more aware of your breath, and performing a few deep breathing exercises can produce a natural relaxation response. Deep breathing is so powerful that The American Institute of Stress even named it the ‘best stress reduction technique’ of all. Deep breathing increases the supply of oxygen to your brain and helps promote a state of calmness. Additionally, breathing techniques assist you in focusing on your body, which can quiet your mind. Although there are a variety of breathing techniques – some combine breathing with visualization – taking a few slow, deep belly breaths can provide immediate stress relief. 4. Engage Your Senses Engaging your senses is another way to refocus your attention and help you let go of worry. The key is to find out which sense is most helpful for you to engage. While some people find listening to music calms their minds, others experience maximum stress relief by looking at family photos. Experiment with a variety of activities that engage your senses. Put scented lotion on your hands, give yourself a quick hand massage, eat a piece of your favorite candy, or squeeze a stress ball. With practice, you’ll learn to recognize which types of sensory activities provide you with the most stress relief. 5. Laugh It’s true what they say – laughter really is the best medicine. A hearty chuckle stimulates circulation and soothes tension, which relieves some of the physical symptoms of stress. Laughter also increases endorphins released by the brain and produces a relaxed feeling. Surround yourself with a few items that will induce a giggle. Keep a folder filled with funny cartoons, funny photos, or ridiculous jokes. Talk to a co-worker with a hearty sense of humor or share a funny story. A willingness to laugh at yourself sometimes can also serve as a good reminder not to take life so seriously, which can do wonders for your stress level. Practice Makes Perfect Relaxation exercises take practice, so don’t give up right away if you don’t see immediate results. Practicing relaxation exercises regularly can train your brain and your body to react to stress differently. Over time, you’ll learn to quickly relieve your distress so you can prevent stress from hindering your performance. Amy Morin is a psychotherapist, keynote speaker and the author of 13 Things Mentally Strong People Don’t Do, a bestselling book that is being translated into more than 20 languages.
The 6 Habits of Highly Effective HR Professionals
HR is in the midst of a paradigm shift. Smart companies know that in our modern service and information economies, people are actually our most valuable assets. As such, HR has taken on an increasingly front-line, strategic function, and is as important as finance, sales, marketing, or operations. So what does this mean for today’s crop of HR professionals? Source To put it bluntly, your job is harder than ever. Not only are you expected have to have a solid foundation in the traditional areas of HR expertise, but you have a whole new set of skills and responsibilities to master, and a whole host of additional considerations. Now you have to balance traditional areas like compensation, hiring, and employment codes, with new areas like retention, organizational culture, engagement, internal communications, leadership and development, and business strategy. As it stands today, the role of HR in organizations remains one of increased responsibilities, a greater focus on strategic outcomes, and stricter accountability across the board. So how do you do it? As an HR pro, where do you focus your time and effort? What qualities, skills and habits do you need to master in order to provide the most value for your company? We’ve compiled this one-stop list that lays out six key traits that stellar HR professionals need to have in order to thrive in today’s challenging business landscape. Habit #1 – Measure Against Business Objectives Traditional HR thinking tells us that HR is a one-size-fits-all set of best practices, with standardized processes and procedures with which managers must comply across the board. But effective practitioners know that HR does not exist in a vacuum. If people are a company’s most valuable asset, then the acquisition, retention, and development of people must be strategically aligned with the unique goals of your business. And since every business has different goals, every HR practice must be tailored to those specific goals. The best HR pros recognize this, and make it a habit to constantly check-in with leadership to make sure that HR strategies are aligned with overall business objectives. Communication with business strategists and stakeholders is key. Constant check-ins with your company’s executive leadership will help ensure that you aren’t spinning your wheels, that you are sourcing and hiring the right candidates, and that you are creating the right culture for your business. Habit #2 – Balance Transparency and Discretion It goes without saying that a career in HR involves dealing with sensitive information, and that discretion is of paramount importance in many scenarios that HR practitioners face. However, the importance of discretion has had a tendency to make HR pros fearful of open, honest communication, and has even turned some HR departments into black holes of information. So why should HR departments embrace transparency? The short answer is, they don’t have a choice. In the networked age, and in an era in which Millennials now make up the largest segment of the population, transparency is the norm. It’s expected that companies are honest and forthright, and when there’s a disconnect between what is communicated (or not communicated) and what employees experience, the results can be disastrous. At risk is nothing short of the authenticity of the internal culture that the company has worked so hard to cultivate. The same holds true externally. HR departments can no longer hide information from potential candidates. Personal and professional social networks and job rating sites like Glassdoor have made the internal culture at virtually every company accessible, so HR departments have to be transparent during recruiting or risk losing out on top talent due to a lack of credibility. In practice, this means that companies and HR departments should err on the side of information sharing rather than secrecy, and they need to work hard to create a positive culture that they are proud to share. Great HR pros know that while discretion still rules the day in many situations, honest communication is absolutely necessary for the organization to maintain credibility and attract and retain the talent that the company needs to flourish. Habit #3 – Know that People are an Asset, Not a Resource As an HR pro, you’ve undoubtedly heard the term “human capital,” and likely heard it used interchangeably with “human resources.” But the two terms denote very different ideas. It’s not a matter of mere semantics – “human resources” implies that talent is a fixed, exhaustible commodity, to be allocated like any other resource in the business. “Human capital,” on the other hand, implies that talent is something in which you invest and that can be grown. The human capital model places a greater emphasis on developing and training individual contributors. In her book Mindset, Stanford Psychologist Carol Dweck studied companies that were leaders in their industries for many years, and compared them with those who were either perennial also-rans or that had fallen from the top. In every case, it was the companies that focused on continual growth and development for their employees that reached the top of their industries… and stayed there. HR practitioners must understand the importance of training and development, and must partner with upper management to design and deploy professional development programs. Often it’s the difference between winning your industry and losing out to your competitors. Habit #4 – Understand the Importance of Culture and Engagement Your company’s internal culture has a profound impact on everything you do as a business. We like to call it the “inside-out effect” of culture: the internal habits, behaviors, mindsets, and methods of problem solving all impact your companies external brand, product, and customer service. Great HR pros know this, and work hard to make sure that they deploy the right culture for their business. That’s because culture doesn’t happen by accident. It takes strategy and execution. What if your company doesn’t have a tangible culture – or worse – has a the wrong culture to help your business succeed? Start with your company’s values. If your company doesn’t have clearly articulated values – create them! Choose values that help move your company’s goals forward. If great customer service is essential to your business, incorporate it into your values. If innovation is a must, make that a value. Once your values are spelled out, create a culture that supports those values and helps your company get even closer to its goals. That includes the type of workspace environment you create, your internal processes and procedures, and of course, perks and activities. In highly competitive industries, perks are a must. For Millennial workers, having access to onsite food, workout facilities, game rooms, and other amenities are a signal that your company is progressive and cares about their welfare. Work-life balance is out, and work-life integration is the new normal. This means that your workspace should feel as much home as office, and that employees can be themselves both in and out of the office. Finally, internal cultures aren’t static. They take on the personalities of the people at your company, and thus evolve over time as people inevitably cycle in and out. But again, that doesn’t mean culture has to be accidental. Hiring for cultural fit helps ensure that the culture stays consistent. Every new hire is an opportunity to reinforce your culture, as well as augment it with the personality of the person being integrated into the organization. Habit #5 – Apply Knowledge or Experience Outside of HR Some of the most effective, most prominent HR leaders didn’t start their careers in HR. They started as line operations or finance managers, and they applied their knowledge of the business to the realm of HR. If you have the opportunity, start with a rotational tour at your company. Learn other job functions, and soak up as much knowledge about the industry as you can. This will only aid you when you return to HR, and have to make tough, strategic decisions that affect the business. If a rotation is not a practical option, try shadowing other teams for a day or two, or interview members of other teams within your company. The more you know about the other business units, the more you’ll be able to support them with HR programs, and the better you’ll be at hiring for those roles in the future as your company grows. Habit #6 – Never Stop Learning The best HR professionals are leaders, and the best leaders are constantly growing their skills and experience. They know that knowledge and talent aren’t fixed traits, and that they can constantly acquire new skills and experience. Likewise, they aren’t overly concerned with failing. They crave challenges, and see failures as opportunities for growth. This mindset is absolutely essential for HR pros in today’s rapidly changing business landscape. As an HR pro, you’re already a people expert. But today’s economy requires you to be much more than that. You need broad business knowledge and specific industry knowledge, and you need to be able to develop and deploy HR strategies that support your overall business strategy. As such, an openness to growth and learning is imperative. Conclusion Highly effective HR pros know that they need to be strategic, knowledgable, and growth-minded in order to make an impact on companies. This takes focus, strategy, and a long-term commitment to growth and knowledge.
Employee Engagement – The What, Why’s n Results
Employee engagement is a workplace approach resulting in the right conditions for all members of an organisation to give of their best each day, committed to their organisation’s goals and values, motivated to contribute to organisational success, with an enhanced sense of their own well-being. According to David Macleod: “This is about how we create the conditions in which employees offer more of their capability and potential”. Employee engagement is based on trust, integrity, two way commitment and communication between an organisation and its members. It is an approach that increases the chances of business success, contributing to organisational and individual performance, productivity and well-being. It can be measured. It varies from poor to great. It can be nurtured and dramatically increased; it can be lost and thrown away. Source Why employee engagement is important Research shows that organisations with high levels of employee engagement are more efficient and effective, and that highly engaged employees: are more customer focused, find they are more creative at work, and take less time off sick; care about the future of their organisation and put in greater effort to help it meet its objectives; feel proud of the organisation they work for and are inspired to do their best and motivated to deliver the organisation’s objectives. What can be achieved with high engagement levels Engaged Employees lead to… higher service, quality, and productivity, which leads to… higher customer satisfaction, which leads to… increased sales (repeat business and referrals), which leads to… higher levels of profit, which leads to higher shareholder returns (i.e., stock price) How to approach it While the benefits are obvious organisations looking to transform employee engagement can feel that the whole process is both daunting and complex, requiring deep cultural change and buy-in from staff and management at all levels. So how do you move from where you are now to fully engage with your workforce? The key point is that rather than trying to jump directly to the end of the journey, it is better to follow a more measured, step by step approach. There are a number of stages that every organisation tends to follow, and the first point is to identify where you currently sit. By knowing your organisational context you then have a better idea of the strategy and tactics you need to move to the next level. Source 1 Tactical Organisations are listening to their staff through a single, annual employee survey, often paper-based. This is a good start point, but the whole process is time-consuming and data tends to sit in a silo and is not integrated with other feedback from employees. The result is a backward-looking picture which can help make tactical improvements but doesn’t give businesses a view of what is currently happening. Employees can feel disengaged and that their voices go unheard. Many organisations are still at the tactical stage, but are looking to change. 2 Response driven Stage two of the journey adds event-driven feedback from employees to the annual survey. This comes from specific parts of the employee journey, such as promotions, return from leave or training sessions. How feedback is collected and used is much more personalised and there are systems in place to ensure responses are followed up satisfactorily. The result is a more holistic approach that boosts engagement as employees feel much more that they are being listened to. 3 Insight driven After the second stage, the employee voice is now embedded with business processes, and the feedback staff provide is helping to drive improvements. However, it is not yet a continuous, two way dialogue which will deliver real-time insight into what staff are thinking and allow the business to react quickly. At this point organisations need to add ‘always on’ feedback channels with staff able to provide their views however, and whenever, they want. By adding this vital source organisations can use this feedback to guide their strategy and take strategic, rather than just tactical, decisions. 4 Foresight driven Insight driven organisations benefit from deeply engaged employees who are happy to give their views, knowing that they will be listened to and acted upon. The final stage sees companies moving beyond insight to use feedback to predict the future and act accordingly. Across the entire organisation, decisions are determined by a deep understanding of the drivers behind employee behaviour, enabling businesses to accurately spot trends and opportunities and take immediate action to benefit from them. This drives transformational, sustained performance improvement. By the end of the journey, employees are not just engaged, but mobilised, proactively helping the organisation to meet its needs and committed and happy in their roles. Obviously to reach this point takes time as it requires a major cultural change and cannot be rushed. However, using the four stage model can provide a useful guide to the next steps you need on the journey to building a fully engaged, committed workforce, with all the benefits that this brings. Next Article: Engagement Ideas that really make sense…especially in Greece