Crossjoin presents a culture focused on people, their well-being, and their development. In addition to the investment in training through the Crossmind Academy, there is a series of initiatives and benefits that aim to improve the experience of employees inside and outside the company. At Crossjoin, personal development gains increased importance because it directly contributes to the overall performance of our teams.<\/sup><\/sup><\/p>\n\n\n\n Susana Pires<\/strong>, a senior consultant in the area of Recruitment, Fidelization & Recognition at Crossjoin, explains the different elements that make this company a Great Place to Work.<\/sup><\/sup><\/p>\n\n\n\n Everything starts with a differentiating Welcome on Board<\/strong> and an integration process that aims to reinforce our history, culture, conduct, policies, and DNA. In this welcome, we give a tour of the center, introduce new colleagues, and hand out a welcome kit. The arrival of a new Crosser is communicated to the whole company through a welcome e-mail and a publication in the internal chat.<\/sup><\/p>\n\n\n\n Our technology center was created to provide the best experience with excel<\/sup>lent working conditions. It is located outside the hustle and bustle of Lisbon, offering good access and parking, with a gym right across the street. We recently expanded our space in Almada and improved our Hub in Aveiro to provide exactly the same premium working conditions, ensuring everyone feels comfortable in what we consider “their second home”.<\/p>\n\n\n\n We offer several benefits to improve our employees’ daily experiences:<\/p>\n\n\n\n We organize several events so that we can get to know each other better in a more informal atmosphere, such as Christmas events where employees bring their families, summer events with team-building activities, and happy hours. Some of these events are face-to-face, while others are remote so that we can include colleagues who are geographically dispersed. Team unity and cohesion are fundamental for us. We also hold our kick-offs every three months, featuring direct communication from our CEO and corporate area managers to the employees.<\/sup><\/p>\n\n\n\n When we talk about people management at Crossjoin, we talk about attracting talent, keeping and continuously recognizing our people, and investing in their growth and development. It is fundamental to surround ourselves with people with the same cultural fit.<\/p>\n\n\n\n Training in our CrossMind Academy<\/strong> is essential because it is during this period that the employee gets to know our culture, practices, and methodologies. Crossjoin’s CEO makes a point of being at the Academy every Friday in order to listen to each new employee and share his exp<\/sup>erience, valuing the practicality of the values, principles, tools, and methodologies that constitute the teachings of the program.<\/p>\n\n\n\n The alignment of our people is essential for their retention and productivity. In addition to alignment, the Crosser needs to feel motivated and challenged. The nature of our business helps here. We are an international company focused on the performance of information systems, and we operate in several industries. Our Crossers are constantly challenged with multiple technologies, opening up a world of opportunity for skill development.<\/sup><\/sup><\/p>\n\n\n\n We do not follow a hierarchical pyramid organization model. We are a self-managed company, which makes everyone feel more committed and much more agile in managi<\/sup>ng change within an informal, collaborative, and attractive en<\/sup>vironment.<\/p>\n\n\n\n Professional development is becoming increasingly important in our lives, and our company takes this into account. We have a single, cross-company Career Plan (CP) and an Individual Development Plan (IDP) that aim to help our co-workers progress and ensure timely recognition for all Crossers. Our career plan contains clear, objective, and transparent criteria for promotion and different benefits depending on the level reached, such as electric cars, bonuses, and profit-sharing.<\/sup><\/sup><\/p>\n\n\n\n To ensure everyone feels that we are paying attenti<\/sup>on to all the factors that may affect their personal and professional performance, we created performance coaching sessions. Employees are guided by a professional in the<\/sup> area who helps unblock challenges, bringing clarity and balance. We actively promote the development of both technical expertise and essential social soft skills, allowing our people to truly manage their own careers and recognition.<\/p>\n\n\n\n The opening of our technology hub allowed us to streamline and better structure the process, and it is definitely paying off. As long as there is transparent communication, alignment regarding our common purpose is easily adjusted.<\/p>\n\n\n\n The new graduates who enter our Academy have face-to-face training. Considering that they are starting their professional career, the accompaniment of a mentor is essential to prepare and integrate them into real projects. With the other employees, it is up to the teams to manage and decide on the working model according to individual needs, clients, or projects. They can work onsite, remote, or hybrid. There is full flexibility and freedom paired with responsibility for the final delivery that impacts our client.<\/p>\n\n\n\n We have geographically dispersed teams, and therefore our People Management area has always been attentive and sought to implement follow-up and engagement measures. The way to respond to these challenges is to maintain workforce management policies aimed at maximizing work productivity and team cohesion, always respecting the life balance of our employees. Regular and transparent monitoring and communication are crucial.<\/sup><\/sup><\/p>\n\n\n\n At Crossjoin, we have a Quality Management<\/strong> department that supports our employees in ensuring quality from four quadrants: client, staff, budget<\/sup>, and documentation compliance. We also have a specific department where we analyze our employees’ satisfaction regarding life balance, recognition, work environment, and communicati<\/sup>on. Quarterly, we collect feedback from all Crossers so we can act immediately, raising actions for the improvement and well-being of employees without jeopardizing the performance of the projects and our clients.<\/p>\n\n\n\n As for programs, we maintain CrossMind<\/strong>, a personal development project started last year that aims to develop and achieve a High-Performance mentality through coaching tools. We also continue to have a major investment in the areas of innovation and research development, where we allocate employees to maturing ideas and own initiatives. Innovation and Research Development are the areas that Crossers most value, and the CrossMind project also promises to continue to bear good fruit.<\/sup><\/sup><\/p>\n\n\n\n Without a doubt, the investment made by Crossjoin in the training plan established for each person is recognized as being a core tool for ca<\/sup>reer growth, as are the moments of evaluation that provide a better understanding and<\/sup> direction in each person’s career progression.<\/p>\n\n\n\n They also value internal training given by colleagues so that they can learn more about a particular technology developed by a peer. We give them the opportunity to develop different projects, get to know different technologies, and thus easily adapt to different contexts. Learning and evolution are constant.<\/sup><\/sup><\/p>\n\n\n\n Since we have a self-management oriented organization, Crossers gain the power and responsibility of managing their own time and work. This, together with the values of integrity, sustainability, communication, transparency, diligence, and company principles, makes them responsible for ensuring and managing their own healthy life balance.<\/p>\n\n\n\n We reinforce the investment in our Academy to provide our “One Team” with qualified talent. However, we work to ensure that our employees identify with the company’s purpose and culture and that they feel, in fact, in the Best Workplace. We also recognize the growing challenge of maintaining a cohesive company identity and culture, to which we respond by adapting and strengthening the practices described here.<\/sup><\/sup><\/p>\n\n\n\n <\/p>\n","protected":false},"excerpt":{"rendered":" Focus on Well-Being and Personal Development Crossjoin presents a culture focused on people, their well-being, and their development. In addition to the investment in training through [\u2026]<\/span><\/p>\n","protected":false},"author":2,"featured_media":18369,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"rs_blank_template":"","rs_page_bg_color":"","slide_template_v7":"","footnotes":""},"categories":[74,53,54],"tags":[],"class_list":["post-18374","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articles","category-crossjoin","category-team"],"acf":[],"_links":{"self":[{"href":"https:\/\/crossjoin.com\/en\/wp-json\/wp\/v2\/posts\/18374","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/crossjoin.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/crossjoin.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/crossjoin.com\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/crossjoin.com\/en\/wp-json\/wp\/v2\/comments?post=18374"}],"version-history":[{"count":1,"href":"https:\/\/crossjoin.com\/en\/wp-json\/wp\/v2\/posts\/18374\/revisions"}],"predecessor-version":[{"id":27440,"href":"https:\/\/crossjoin.com\/en\/wp-json\/wp\/v2\/posts\/18374\/revisions\/27440"}],"wp:attachment":[{"href":"https:\/\/crossjoin.com\/en\/wp-json\/wp\/v2\/media?parent=18374"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/crossjoin.com\/en\/wp-json\/wp\/v2\/categories?post=18374"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/crossjoin.com\/en\/wp-json\/wp\/v2\/tags?post=18374"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}How does C<\/sup>rossjoin dis<\/sup>tinguish itself as a great place to work?<\/h2>\n\n\n\n
Tailored Working Conditions<\/sup><\/h3>\n\n\n\n
A Strong Benefits Network<\/h3>\n\n\n\n
\n
Community & Alignment<\/h3>\n\n\n\n
What is the company’s current People<\/sup> Management strategy?<\/h2>\n\n\n\n
What are the best practices that have been highlighted in this area?<\/h2>\n\n\n\n
How does the introduction of new working models relate to these good practices?<\/h2>\n\n\n\n
What challenges do these new work models present to your People Management area?<\/h2>\n\n\n\n
In the current context, what kind of programs are promoted in the area of People Management?<\/h2>\n\n\n\n
What programs\/benefits do employees value most?<\/sup><\/sup><\/h2>\n\n\n\n
How do you see the issue of work-life balance at a time when many employee<\/sup>s’ homes are also<\/sup> their offices?<\/h2>\n\n\n\n
How does this People Management strategy serve to circumvent the talent shortage?<\/h2>\n\n\n\n
Media Coverage<\/sup><\/sup><\/h3>\n\n\n\n
\n