Modern IT specialists are dynamic and active: they do not play the cards they’ve been dealt — they have goals, keep up with the progress, and are eager to learn new things and develop. This is why it is critical to understand their preferences and endeavors before providing a job offer to be able to motivate the employees in a long-term perspective and encourage productive collaboration.
Anastasia Osypova, Head of People, Engagement & Culture at Innovecs, shares how our company motivates employees and helps newcomers adapt.
Nastia, what are the responsibilities of the People, Engagement & Culture department at Innovecs?
Our department focuses on the end-to-end Employee Journey in the company. Our goal is to retain talents at Innovecs and help them develop professionally.
HR partners are always in contact with all employees which helps react quickly to the changes taking place in teams or processes. They also:integrate new employees in the corporate culture while minimizing the stress that can occur during the adaptation time
act as change agents when it comes to implementing new processes or reorganizing the current ones
help solve conflict situations
determine potential areas of risks for business
work closely with managers by building and implementing development and motivation programs in their teamsWhat makes Innovecs an ideal workplace?
“Be sexy” was our 2020’ motto. We keep creating all opportunities possible to make the company an ideal place for our employees and potential candidates. For example, we regularly hold various workshops, training courses, and webinars on the basis of InnoCamp, our educational platform. We invite famous speakers as well as encourage Innovecs people to participate and share knowledge.
WOW-program is another crowd-puller. It includes wow food, wow sport, wow mind, wow fun, and wow health directions. The goal is to care about the health and well-being of each and every at Innovecs.
How do you maintain working relationships between employees and managers?
This is a never-ending process. We do not have a multi-level hierarchy like the companies with a linear management model do, so communication at Innovecs is always transparent and unconstrained. It is important to synchronize the expectations of the team leaders and their team members. This is why we pay great attention to setting the right goals for employees as well as focus on the feedback culture.
Managers hold regular stand-ups, daily meetings, retrospectives to analyze their work results, get feedback from colleagues and teammates. For employees to feel confident and at ease when communicating with managers, we are creating a favorable psychological climate within the teams. HR partners, in response, always keep their eyes on the ball, hold 1:1 meetings with managers and employees. In case they define any communication gaps, they create recommendations and the scenario to solve the problem.
How does the company help employees to prevent burnout?
According to the emotional burnout model by Matthias Burisch, one of its factors is over-performance (when a person gets engaged in the work more than necessary).
To prevent the negative effect, the life-work balance principles must be followed. At Innovecs, we have a flexible working schedule as well as the possibility to work remotely from home. This allows our employees to spend more time with their families and do things they love.
Soft skills development is another approach we have in place. This covers time management, communication, creativity, problem-solving, emotional intellect, etc.
How do Innovecsers enjoy their life in the company?
We have a gym in the office that operates 24/7. People can visit it anytime they want. We have fitness and box coaches, table tennis and football, gaming and VR rooms. All these help relax and refresh minds.
SPA-zone with the best massage therapists is the cherry on top. Just make an appointment and relax at the end of the working day or in between the tasks.
