To be a company that people want to be a part of. This is our goal when it comes to the image we seek to build with our partners. When we adopt a market-based perspective, one of the most common words is productivity. And this is independent of the sector we are analyzing. We, at Izyplay Game Studio, believe that by valuing, using tools and actions aimed at the well-being of our partners, we are consequently investing in productivity.

We understand that the well-being of our partners is no longer a mere benefit and has become a necessity, both for the team and for the company itself, since we produce more when we are physically and mentally healthy.

2021 was a year of reinvention of Human and Organizational Development (HOD) and since then the sector has promised to expand its role in building the organizations of the future. The changes can be considered natural, but they have certainly been accelerated in the face of the pandemic scenario.

And those who think that hybrid work is weakening are mistaken. It is a trend that is here to stay. According to a recent survey by Accenture, 83% of respondents prefer a hybrid work model and 63% of high-growth companies have already adopted a “productivity anywhere” workforce model. This is a culture of trust and autonomy gaining ground. The survey “Our Work from Anywhere Future”, conducted by Prithwiraj Choudbury, from Harvard Business School, states that the freedom to work from wherever you want is seen as a very important benefit.

Respecting individualities and investing in the personal and professional growth of each member of the team. This is our mission. With this in mind, we have adopted a series of measures and practices that are already incorporated into the company's daily routine:

• Biweekly Continuing Education, called IzyVersity. Twice a month, partners set aside the morning to study various subjects related to their area of ??expertise or specific content needed and indicated by the Leads of the sectors, to help and encourage the development of each one. In addition, we invest in other study platforms to improve the talents of our team.

• Monthly 1:1 (one on one) sessions to listen to the team through an exclusive channel with the DHO. In addition, all feedback provided by the team during these conversations is taken to the Board of Directors in order to improve the established processes

• Climate surveys and 360, 90, 180 assessments.

• Implementation of a Skill Map in order to assess the development of each member of the team, and to outline studies aimed at the gaps found so that they can evolve professionally.

• Selection process: we changed the process so that the personal and behavioral assessment has the same importance as the technical part. The goal is for new partners to maintain the “spirit” of the team.

• Monthly get-together every last Friday of the month. The goal is to integrate the team so that they can get to know each other better. There are games, chats and, of course, an online game.

• Awareness talks on specific dates: Women's Day, Day Against Racial Discrimination, Yellow September, among others. In the case of Yellow September, we carry out a special activity called "Guardian Angel" (name given by the team itself). The dynamic consists of each person drawing a colleague's name and being responsible for it for a month, with the aim of talking, getting to know each other and creating closer friendships, bridging the distance between online spaces.

• Gifts on special dates such as the company's anniversary, Easter, among others. The goal is to value the team through personalized gifts, designed especially for each team member, respecting and taking into account their tastes, needs and lifestyle.

• In-person events to create memories and bonds, with moments of fellowship beyond the online.

Through these and other actions, we are managing to implement our culture among partners, so that they feel valued and part of everything we build, because in fact they are. This is our Izy way of being!

Written by IzyPlay Game Studio