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.
EQ Predicts Job Performance: The 7 Traits That Help Managers Relate
The evidence that Emotional intelligence is a linked to job performance is clear. The problem is that no-one can agree what it is about EI that actually makes the difference to performance, until now. Source: Forbes A recent study published in the Journal of Applied Psychology looked at the results of 36 separate pieces of research into the relationship between self-reported EI and job performance (measured via supervisor ratings), with an overall data set from 2,168 employed adults. Via a sophisticated bit of number crunching, the authors were able to conclude that there is a strong correlation between EI and job performance. More interestingly, they found that there were 7 traits that made all the difference to performance. Taken together, these 7 traits explained 62% of the variance in self-reported EI in the study’s 2,168-strong sample. These are the 7 traits that make someone Emotionally Intelligent : Emotional stability. Emotionally stable individuals are better able to manage their own emotions and have higher tolerance for stress, making them more able to keep a cool head in stressful situations and avoid toxic conflict. Emotional stability is the most important predictor of EI, accounting for 29.5% of the variance alone. Conscientiousness. Conscientious individuals have good impulse control and strive to achieve their goals. They’re dutiful and seek excellence, and this extends to social situations too – they “exert extra effort in adhering to emotion-related norms” meaning that they develop superior emotional ability. Extraversion. Extraverts have an underlying desire for social contact and relationships, so it makes sense that in order to establish extensive social networks extraverts are likely to have developed strong emotion-related skills that help them build bonds. Ability EI. Ability EI refers to individuals’ ability to perform emotion-related behaviours such as express emotions, empathise and reason using emotions. Cognitive ability. Although many theories of EI say that it’s entirely separate to general cognitive ability (e.g. IQ), the results suggested that there is some crossover – because cognitive ability affects our ability to solve problems and adapt to our environment, which in turn boosts EI and performance. General self-efficacy. We all have a certain level of confidence in our ability to cope with the demands of our job. And in general we all want to behave in a way that’s consistent with our view of ourselves. So people with high self-efficacy are more likely to have developed the social skills needed to maintain this positive self-image, while those who believe in themselves less may shy away from social relationships because doing so is consistent with their self-view. Self-rated job performance. Several of the questions used to measure EI also seem to tap into people’s view of their own performance levels (e.g. “I perform well in teams”). It’s no surprise that EI is then related to actual job performance, if job performance was one of the factors used to conceptualise EI in the first place. EI is not soft, fluffy or about wanting to be liked. Individuals who have high EI want to succeed, can control their emotions, are gregarious and have positive self-appraisals. Nothing fluffy there. What’s more, these results suggest that EI isn’t a magical, standalone gift that you either have or you don’t. It’s a potent combination of several other traits which we all possess in some degree. By dialing up these 7 important traits we can all learn to relate a bit better to others, increase our emotional intelligence and therefore boost not only our own performance but unlock the potential of those around us.
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
“I’m so busy, I don’t have time to slow down”: the mantra of our times in this always-connected world. Source Technology promises to make our lives easier, faster and simpler. But, it’s made our world exceedingly unfocused and overwhelming. Smartphones and laptops mean there’s no division between work and home. Our brains, which grow linearly, are overloaded by the exponential complexity of technology, which deteriorates our focus and performance capacity. How do we overcome compounding distractions and evolve into higher-performing individuals? Enter the science of mindfulness. MINDFULNESS FOR PEAK PERFORMANCE Mindfulness is a systematic approach to reprogram our brain and master ourselves to always perform at our peak. Through conscious attention to your mind, body and emotions moment-to-moment, you create new synapses in your brain to build resilience, develop focus, and improve your leadership presence. Peak performance is the state of effortless focus where time slows down. In positive psychology, peak performance is also referred to as “flow” or being “in the zone». For many elite athletes, flow enables them to cultivate clarity. The clarity developed from mindfulness builds your capacity to make better decisions, think more creatively, be an inspiring leader and live your life deliberately, with your own momentum, instead of getting dragged around by circumstance. Through various meditation techniques and breathing methods, we can observe our thoughts to identify habitual, unproductive patterns. For example, are we rehashing the past versus rehearsing for the future? Are our beliefs true or reflective of outdated assumptions? We learn to check in with ourselves to perform daily tasks with greater awareness that will expand to our relational and environmental interactions. «As our world grows exponentially more complex, our capacity to develop ourselves, teams and organizations will dictate the quality of our lives and distinguish our leadership» THE SCIENCE AND PRACTICE OF MINDFULNESS MEDITATION We’ve combined the ancient wisdom traditions of meditation with modern techniques from the latest business and brain research, tailored to the digitized, modern working environment. Meditation is a systematic approach to learning mindfulness, based on a set of proven tools, principles and verifiable results. By practicing meditation daily through this program, we develop our mindfulness muscle. Within this strategic habit building, you’ll fundamentally rewire your brain while learning to master your energy, focus and stress levels. Below are just some of the research-based cognitive, physical, social, and emotional benefits that result from mindfulness meditation: LET’S LOOK AT MORE RESEARCH “2/3 of the effectiveness of business leaders comes from their EQ rather than their IQ or level of work experience.” –Daniel Goleman, Psychologist and author of the NYT best-seller «Emotional Intelligence” Meditation reshapes the brain. Long-term meditation is associated with increased gray matter density in areas of the brain responsible for problem solving and empathy. Meditation trains our brains to improve our baseline well being. After just 8 weeks of mindfulness training, fMRIs of new meditators showed that their neural activity had shifted more from the right frontal cortex (associated with stress, anxiety, worry and sadness) to the left frontal cortex (associated with happiness, high energy, alertness and enthusiasm). Participants simultaneously reported their moods improved. They felt more energized, more engaged in work and less anxious. The top cause of stress in 2014 was work-related. Mindful meditation reduces stress, as the body releases fewer stress hormones and reduces neural connections to anxiety centers in the brain. «Eighty percent of organizations believe their employees are overwhelmed with information and activity at work (21% site this issue as urgent), yet fewer than 8% have programs to deal with the issue. – Deloitte Human Capital Trends Report Learn more about our Mindfulness Techniques