Our Happiness Management Playbook at Nexton

At Nexton, we consider happiness a KPI. Why?

Happiness may not seem as high-impact as other business metrics such as revenue and customer satisfaction. But for us, it’s absolutely essential. Focusing on happiness helps us win over company loyalty, extend team member retention, and maximize our people power every day.  

Here’s our happiness management playbook to achieve just that!

Happiness vs. HR Team

You may be wondering what the difference is between a Happiness team and a traditional HR team. 

Broadly speaking, what differentiates Happiness from HR is the mindset and the way to conceive a team member: not as a resource, but as a person.

Essentially, HR teams manage a wide range of processes, including recruitment, hiring, onboarding, salary payments, benefits management, training and development, conflict resolution, compliance, etc. Even though they may work towards a similar goal as a Happiness team, they are not focused on promoting the culture of a company.

That’s where Happiness teams come to the rescue. They are 100% dedicated to building a healthy, enriching, and enjoyable work environment where people feel valued, challenged, and happy! Below we’ll dive deeper into the areas and types of activities our Happiness team handles. 

Our Happiness Management Strategies

Happiness management at Nexton is never static. The daily efforts of our happiness team include:

1. Foster Regular Team Bonding

As a remote company, we’re always conscious about one of the biggest challenges team members face: a sense of loneliness (according to Buffer’s 2022 State of Remote Work Report). To avoid this, we’re always working on building interpersonal relationships within the team, constantly looking for different and creative ways to connect with each other! 

How We Do It:

• Organize virtual and non-virtual gatherings.
• Plan team-building activities, such as remote beers, art sessions, yoga, adventure games, contests, and more.
• Host a yearly company retreat.

2. Focus on Work-Life Balance

We know the perils of not unplugging from work and getting burnout. At the end of the day, we believe the best “productivity hack” is to support a balanced lifestyle. That’s why we offer flexible schedules, so every team member can best plan their days and feel well-rested to do great work. 

How We Do It:

• Provide a 4-day workweek.
• Offer a PTO Policy.
• Come up with new policies to promote daily work wellness, such as working asynchronously.

3. Reward Milestones Big and Small

Feeling valued is a top priority at Nexton. That is why we celebrate and recognize our team members in a wide range of ways so that they know their efforts make a difference to the company. No matter how big or small the milestone is.
We also celebrate personal achievements, to remind them that we care for them as persons not only as coworkers! 

How We Do It:

• Announce company-wide every level-up and promotion
• Give public shout-outs to each other
• Send special gifts
• Celebrate birthdays and special occasions like a baby's born, marriage, graduation, personal project, etc.

4. Support Career Growth

There’s nothing worse than feeling bored and unchallenged at work. We specifically provide career growth plans, so that every team member feels like they’re making progress and can pivot their development according to their goals. 

How We Do It:

• Provide an individualized career growth plan. 
• Give regular feedback on progress. 
• Offer learning opportunities, such as Portuguese and English classes.

5. Stay Transparent

Last but not least, it’s essential that your team members feel heard. We aim to include everybody in our business decisions through regular meetings and updates, so that there’s a real sense of trust and transparency. 

How We Do It:

• Organize a monthly all-hands meeting. 
• Share regular Nexton news via email and Slack. 
• Take pulse surveys to find out how team members are doing. 

Boost Your Happiness Metrics Today

Now that you’ve gotten an insider to peek into our happiness management playbook, we hope you’ll use these strategies to improve your workplace and get your team members excited to go to work every day. Good luck!

Check Also:

• 4-Day Workweek? It’s Possible, We’re Implementing It
  
• How Non-Monetary Rewards Pay Off for Your Tech Talent
  
• From Good to Great: Rethinking Your Talent Sourcing Strategy
  
• Key Things to Keep in Mind to Hire Remote Engineers from Latin America
  
• Remote Work Culture as a Software Development Product
• Watch our 3rd Podcast Episode with our Happiness Manager