Compensation

In recent years, several companies spread across the globe have incorporated gamification as an internal work tool, in order to increase the productivity and motivation of their employees, as well as to make communication clearer and more assertive - basically, with the aim of improving the work experience. Google, Microsoft and HP are just some of the organisations that use gamification techniques in their internal management.

If you haven't been on holidays yet, maybe it's better that you save this article for later and make the most of your rest period. But, if you are about to end your vacation days and you only think about returning to work, or if you have just returned and you just want to go on vacation again, this article is for you.

Perhaps it is still too early to define the keyword of the year. However, we have certainly already crossed paths with the trend of the first quarter of 2022 in terms of People Management: Great Resignation or The Big Quit.

To work four days a week and rest three. It seems too good to be true, but maybe it's not such a distant reality. In several countries, the topic deserves a prominent place, and some companies have already moved forward with pilot projects to test the model. The United Kingdom, Spain, Belgium and Iceland are just some of those who have dared to try to reduce the workweek. In Portugal there are also some examples.

They don't have an address, not even a zip code. Employees and guests arrive at the offices of these companies through a link, without having to physically move. The office exists and, like a physical office, it has different workspaces, corridors, meeting rooms, employees walking around… But all this happens in the metaverse.

Almost two and a half years after the pandemic has forever changed the way we work and relate in a work context, when returning to the office, flexible models - which allow remote work - have been, as a general rule, the regimes that companies have chosen to implement. Productivity has survived the change in working models and, according to studies, in some cases it has even increased. And people's well-being also benefited.

The pandemic and the uncertain times we've been living in have accelerated the process of change for a BANI generation, where volatility gives way to agility, uncertainty turns into anxiety, complexity into non-linearity and ambiguity into misunderstanding. The BANI concept (Brittle, Anxious, Nonlinear and Incomprehensible) helps us to understand and react quickly to changes that are increasingly dynamic and unstable.

We usually live more focused on the present than on any other time, which sometimes conditions our ability to anticipate and prepare for future situations that may be unexpected. However, and taking into account the current rise in inflation and the possible reduction in pension amounts, guaranteeing a nest egg to face unpredictable situations can be the guarantee for a more comfortable life in the future. “It's imperative”, considers Rita Pimentel, an expert at Montepio. “People are aware of the enormous crisis we are going through and the difficulties that await us”, she explains. These uncertainties are, in turn, reflected in younger generations' preoccupation with early retirement planning. According to the official, the main advantage of planning a supplementary pension is the possibility of equating the various less favorable scenarios that, in terms of income, can happen at a more vulnerable stage of life. “By acting to prevent the future, we will be better able to deal with the possible drop in income that may happen when we retire”, believes Rita Pimentel.