This path guides you when running your business and shares our management practices.
One of the most significant features that make RenovaBR a productive and potent institution is its practical organization of tangible goals. Since any political project is long and requires energy and resilience, we determine quarterly goals after every cycle. To fight the possibility of losing track, our achievements must be constant and powerful, engaging donors and keeping the team motivated.
Employee’s ability to deal with problems, adapt to changes, overcome obstacles, and resist pressure from adverse situations.
Employee’s ability to carry out their work in the best possible way, respect deadlines, reach high standards, collaborate with the team, and add value to the institution.
Employee’s ability to reinvent himself and be creative when solving problems and generating new ideas.
Ability to collaborate with the collective construction, represent the institution, and motivate and engage the team around him.
Ability to adapt to new scenarios or transformations.
When admitted, every employee will have challenges and goals to meet within three months. If the goals and the good relationship with the team are achieved, the employee is able to continue in the institution.
Since any political project is long and requires energy and resilience, we determine quarterly tangible goals after every cycle. To fight the possibility of losing track, our achievements must be constant and powerful, engaging donors and keeping the team motivated.
We evaluate the global and quarterly goals, each employee’s technical and behavioral skills, and the team agreements. Also, we use our happiness index to measure the employee’s satisfaction and well-being.
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